What a new study by Brandon Rigoni and Amy Adkins shows is contrary to popular belief.   They asked participants how important certain organizational attributes were during their job search and found the things most important to them actually aligned best with baby boomers, quality of manager and management and interest in type of work, with one exception, the opportunity to learn and grow.

The key component is that opportunity hasn’t been present.  Most millennials aren’t job hopping because they are money hungry, compensation is important to less than 50% of millennials, but because they want to start progressing in their careers.  Most that were already in the job market before or entered after the financial crisis have seen very little in the way of wage increase or investment in career and education.  The result of a slight turn around in the economy and a more competitive job market has allowed these folks to move with greater tenacity.

Their general understanding of technology and the faster paced career market allows them to be more savvy when it comes down to switching positions.  They aren’t transient or unloyal, they are looking to be engaged and invested in.  They don’t need a googlesque campus or free craft beer, they want career progress or at least see that it’s in the works.  

If you are an HR pro don’t focus on snapchat or lobbying leadership for that new slide into the lobby.  Start really drilling down your succession planning to entry level ranks and investing in their careers, certifications, education, coaching etc., and make sure their direct managers are on board.