Millennials are the largest cohort in three generations. The motor coach, travel and tourism industry will want to take advantage of this group of workers quickly because in the next few years they will become the force with which you will have to reckon.

The tourism industry should have an easy time with Generation Y because millennials love travel. They spend a lot of money on worldwide travel so local motor coach and tourist firms will want to pair their employee job offerings with the ability to travel domestically. Try appealing to the idea that employees travel while they work (drivers, for example) or you can add or expand perks of the job with the ability to travel for free on company vehicles when space is available.

Working in this industry should appeal to millennials for another reason: work-family life balance. What better way to keep families together than to help them vacation together.
Read on for a few distinguishing statistics about Generation Y .

Millennials will make up 75% of the workforce in 2025 according to industry observers.
83% of millennials are willing to relocate for the right job that promises better pay/growth opportunities.
41% of Baby Boomers believe that workers should stay in a job for at least five years before changing jobs. Only 13% of millennials believe in the 5-year rule. In fact, by the time they are age 30, millennials have had three times as many job changes as Baby Boomers.
68% of hiring managers say that millennials have job skills that previous generations lacked which makes retaining them important in the evolving digital economy.
Millennials have no problem leaving a job if they are dissatisfied. In 2015, one-third of companies lost 15% of their millennial workforce.
In 2015, 43% of millennials were actively looking for new jobs.
How can the motor coach, travel and tourism industry attract millennials?

You want to emphasize three things to attract millennials to your job offerings: a competitive compensation package, professional development opportunities, and opportunities for advancement. Earlier we mentioned that millennials have distinctive career objectives. Let’s put a little gloss on that: a full 60% of millennials chose their current jobs because of the organization’s sense of purpose. In addition, 48% say that stability is what they look for in a prospective employer, along with a job that offers them financial stability and the opportunity to collaborate with other workers.

How do we reach them?

Millennials are internet savvy. If you want to reach them where they live, you need to upgrade your social media skills. Use social networks to post jobs and also to parade insights about your business.

The internet generation wants personalized emails, announcements and invitations. They want informative website portals so they can research company culture, historical context, and the company’s mission. They also want to meet other employees when they interview because they want to feel the company is not afraid to let them hear what working for the company is really like.

You will also need to step into the 21st century with video interviewing so millennials can interview anywhere they choose in the most cost effective way. Feedback on the job is important, too. A majority of millennials (80%) want employer feedback on their performance and they want it in real-time.

How do millennials feel about corporate life and the “face-time” imperative?

Work-family life balance is very important to Generation Y. More than one-third (38%) said they would move to another country with better parental leave programs. More than half (57%) say they would quit a job if it didn’t provide the balanced work-family life they seek. Another 1/3 say that it has gotten more difficult in the last five years for them to balance family responsibilities because of the increased hours they work.

One final statistic that completes the picture: 72% of millennials want to be their own boss.

Employers have their work cut out for them. trying to appease this latest generation of workers. This generation is not only changing the way businesses recruit employees, it is changing the way businesses interact with their employees and what they demand from their employees. These are demanding statistics from a cohort that will dominate the workforce in a short 8 years!