ABSTRACT
Hiring for entry-level positions continues to increase at doubledigit percentages (Gerdes 2006). For accounting firms alone, the Sarbanes-Oxley Act has created an unprecedented increase in the need to recruit new graduates. Deloitte estimates there will be a need for 50,000 new employees in the next five years (Gerdes 2007a). This means corporations must be creative in order to recruit effectively in a highly competitive market. Millennials may find that their technical and communication abilities make them desirable candidates for many positions; therefore, companies seeking to hire Millennials should tailor their recruiting strategies to accommodate this mindset (Braid 2007). Until recently, strong job markets have provided the option for Millennials to switch positions on a regular basis and have opened up opportunities for consulting (Mui 2001). Common trends, including the reliance on their parents for housing or financial support, allow Millennials to search for a career rather than accepting positions purely for monetary security (Trunk 2007).
