human resources

In the present-day world, it has become difficult to find experienced, dependable and proficient workers when you are in the process of hiring employees for your business in the exterior and roofing industry.

According to statistics, a fifth of all contractors available will have retired in the next decade, while 12 percent will have left the industry in the next five years.

Millennials, born between 1980 and 200, are typically classified as salary-driven, tech-savvy, and always in pursuit of the upcoming opportunity. They are fiercely ambitious, and they avoid owning homes or starting families, which allows them to concentrate on their life objectives during their early 20s.

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Roofing companies must extend their recruiting searches beyond expert professionals and consider millennials in order to remain in the competition.

Attitude is a common problem that companies experience as far as hiring millennials is concerned. This two-sided attitude problem comes from the managers and the new employees. Millennials are labeled entitled or lazy as far as their careers are concerned. However, with the right choice of workers, millennials are the best to work with.

1. Enhancing hiring practices and retention of millennial roofers.

1.1. Use your brand to attract candidates

Invest heavily in technology

In the modern-day world, the internet is the most significant source of information for job opportunities. One of the first things a candidate notice about your company is the website. Millennials are likely to dismiss a company whose website is unattractive.

Social media presence is an additional element of attracting tech-savvy candidates. It shows them that you as a company are innovative and updated.

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Online reputation, too, is essential. Reviews on service-related sites can achieve this. Millennials want to be associated with brands rated as reliable and decent.

1.2. Good culture and potential career advancement

Millennials are attracted to workplaces that guarantee them learning, growing, and proceeding opportunities.

1.3. Maintain an open-minded culture

Millennials are likely to be motivated by open communication, learning opportunities, and being engaged in problem-so since it gives a sense of belonging to the team.

2. Retaining millennial employees

2.1. Provide certifications or training programs

Millennials are not lazy; they want to be challenged by things that impact their careers and employer businesses. By encouraging millennials to grow their careers, they will feel that you care about their future, which can positively impact your business.

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2.2. Allow them to help

Millennials are fast learners, especially when it is about technology. In the event that your company utilizes any software, they will surprisingly adapt to its use and will feel obliged to help bring others on board.

Millennials understand what it takes to attract clients and workers. Allow them to contribute to business activities, and they will feel appreciated and be enticed to stay and perform.

2.3. Give performance feedback

Millennials work well on their own. However, continuous feedback and guidance are useful in helping them enhance their performance, mentor them on how to do jobs, and encourage them to feel that they are actually working to achieve in their careers.

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Swadley Roof Systems offers the best roofing services in the Houston, Austin, San Antonio and Dallas area.