3 job recruiting mistakes that drive away millennials

Some good advice for employers authored by Kelsey Meyer, Contributing Writer in the Business Journal. 

~ David Parsley

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If you're a top industry player with revenue to boot, young talent will flock to your company, right? Not necessarily.

When you follow the typical millennial's job search path to an employer, many Fortune 100 brands aren't on the receiving end. I recently asked a few young professionals how they discovered the companies they work for. Some Googled "most promising companies" in search of a star in the making. Another said he heard an employee speak and loved the passion he showed for the company.

What these millennials didn't mention were job boards, placement firms or headhunters — traditional resources that larger organizations often rely upon. That means whether you're looking for a graphic designer or a new CEO, chances are that you're not trying hard enough.

If your company relies on the same recruiting techniques it did even five years ago, you could be neglecting budding industry talent.

Here are three common issues I've uncovered with Fortune 100 recruiting practices:

1. Mobile isn't a priority

Millennials are mobile-crazed, so it makes sense that career opportunities would be easy to access on mobile devices. Unfortunately, that's not always the case.

After scanning every Fortune 100 mobile career page, I found that nearly 75 percent didn't optimize these pages for mobile. I pulled three companies — Procter & Gamble, Sprint and Delta Airlines — to show you examples, and none make it easy for a job seeker to navigate and apply.

Target, on the other hand, has a clean mobile appearance that...    Link to the full article