With Millennials making up 50% of our current workforce, and set to dominate the global workforce by 2020, it’s time to cut through the stereotypes and rethink how we reach out to them.

Unlike older generations, traditional training programs will not have as great an impact on tech oriented Millennials. According to a study by PWC, 67% of Millennials  judge their employers based on their technological knowledge and 59% said that an employer’s provision of state-of-the art technology was important to them when considering a job.

Growing up in the Twitter age, Millennials are attuned to consuming short snippets of information and a constant flow of instant feedback. A 2017 study by Microsoft claims that our average attention spans are now lower than a goldfish: the culprit being modern technology – particularly smartphones. This is not necessarily a sign that the tech generation has gotten dumber, it simply means that they process information faster.

With the rise of YouTube, blogging and online courses, this generation is used to going online to learn everything from coding to photography in their own time. Millennials don’t want to be limited to fixed time slots when they can receive development training. Rather than simply providing set training courses, they want to be able to choose between different mediums of learning and decide when they want to learn.

A survey of Millennials conducted by PWC found that working with great coaches and getting on-the-job training are the two most important training opportunities employers should provide. If you want to cultivate your Millennial workforce, make it easier for them to take ownership of their learning process by giving them the tools to drive their own learning agenda.