41 way of life. For older generations, it’s a utili- ty. If you communicate the way a Millennial is used to, you’ll get a better understand- ing of who they are early in the recruitment and interview process. 2. Highlight your community service. Millennials prefer to work for a company that supports a cause over one that doesn’t. Take it up a notch and allow them to sup- port their own cause, compliments of the workplace. 3. Pay attention to your online brand. Millennials rely on and use social media as a way of life, so they are likely to look you up online before they decide to submit a re- sume. Does your LinkedIn profile highlight what it’s like to work for you? Do you have former or current employees raving about you as a manager? You should. 4. Share a succession plan. Not all Millennials who are talented for sales are motivated by money, but they are almost always motivated by growth op- portunities. Share early in the recruitment process how they can grow and develop be- yond a bonus or commission check. 5. Adapt to a work-style other than your own. The common assumptions that Millennials are lazy or feel entitled are stereotypes. If you’re not a Millennial (I’m not one) you likely ques- tion numbers 1 through 4 above, and that’s okay. It’s not how other generations have got- ten hired in the past—it’s not what non-Mil- lennials are used to. But if you want to earn the loyalty of a Millennial, you must respect the generational differences and trust in their talents to get the job done. As more time passes, more Millennials will be playing key roles in your company. You need to create a strategy now to make sure you’re attracting the best talent out there. Kim Alexandre VP/Senior Consultant The Center for Sales Strategy