The media often portrays young people as privileged and unmotivated, but many pundits fail to account for the unique challenges facing this generation. For example, the substantial student loan debt carried by many as they enter the workforce makes it difficult to leave home and pursue traditional milestones like marriage and home ownership. This struggle for financial independence isn’t a result of parental coddling or a lack of ambition, but rather a systemic failure to control college costs.

Progressive companies have begun to offer student loan assistance programs to meet the needs of the indebted. Creating buy-in for these programs requires a fresh approach, designed to engage a generation accustomed to relying on digital communication channels. Updating your approach to elective benefit onboarding by shifting to primarily digital delivery is essential for engaging your workforce today.

Think Like a Digital Native

The term “digital native” refers to a person who grew up using digital devices. Understanding the lifestyle of digital natives is important for customizing benefit packages and engaging your current workforce. Consider how the digital age is changing previous trends.

  • Digital natives prefer communicating through text/SMS or email versus a phone call.
    • Avoid the “Call for more information” button on your advertisements without making a case for why a live conversation can add value.
    • Include links and make as much information as possible accessible to the interested user.
  • Digital natives get their news through social media platforms such as Twitter, Instagram, Facebook, and Pinterest.
    • Become a presence on those outlets and learn how they work.
    • Encourage employees already engaged with your benefits to “share” updated posts and increase your reach and exposure.
  • Digital natives are more comfortable with electronically providing some personal information.
    • Where older generations might be hesitant to sign up online, the younger demographic prefers it when handled securely.
    • Provide electronic methods for presenting, accessing, and updating information, keeping your privacy and information security standards clearly visible.

Online Tools Deliver Messages Effectively

The preference for digital interfaces over paper places an emphasis on your benefit portal as the key interface for information and essential documents.

  • Add buttons to web pages that create automated reminders via text or email to keep clients informed about crucial updates and deadlines.
  • Surveys are among the most shared items on the Internet.
    • Develop fun, friendly, and factual surveys that are easy to share and prompts people to think about value of their benefits.

Rely on Blogs and Other Digital Resources

Get to know your benefit providers by reading their blogs and following their newsletters. Websites are constantly being updated and platforms continuously improved. As companies make changes, they love to advertise the “new and improved” features. Check your benefit providers’ blog links to read the latest updates. (you’re already reading ours, so great start!)

In addition to interface updates, benefit providers love to write about best practices within their own industries. HR departments should follow these blogs and share pertinent posts with their staff to ensure the digital natives develop knowledge and stay engaged with their benefits.

Update Your Outreach with Simple Improvements

Shifting your Human Resources approach to understanding millennials takes little time and effort when properly executed. Instead of reinventing the wheel, partner with recognized leaders that provide appealing digital solutions for college graduates.

Contact the experts at IonTuition to learn about student loan assistance tools that can be customized to meet your needs.