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4 Epic Strategies for Recruiting a Millennial Workforce
- 1. 4 Epic Strategies for Recruiting a Millennial Workforce Michelle Stedman, BirdDogHR
- 2. Today’s Presenters Michelle Stedman Talent Acquisition Strategist BirdDogHR Ann Torry Marketing BirdDogHR
- 3. Agenda • Why we need to attract Millennials • Strategy #1: Get Social • Strategy #2: BeAccessible • Strategy #3: Encourage Video Interviewing • Strategy #4: Build a Talent Community • Bonus Strategy: Transparency Triggers Enthusiasm • Q &A
- 4. Poll Question • Does your company have a recruiting strategy that is specific to Millennials? • We don’t have a strategy for recruiting in place at all. • We have a strategy, but it isn’t specific to Millennials. • We have a focused recruiting strategy to attract Millennials
- 5. THE GENERATIONS AGE NUMBERS GENERATION Z <15 50+ million MILLENIALS 15-35 80 million GEN X 36-50 51 million BOOMERS 51-69 76 million
- 6. • 80 Million YoungAdults born in 1980 or after • In 2014, 36% of the workforce was comprised of millennials. • By 2020, 46% of all U.S. workers will be millennials.
- 8. Millennials are… • Tech/WebSavvy • Ambitious& Confident • TeamPlayers • Communicators
- 10. • Millennials want to learn and grow with you. • Millennials are tech-savvy multi-taskers. • Millennials are motivated by more than money. • Millennials are mobile. • Millennials want to lead.
- 11. Poll Question • How would you rate your social media strategy? • Low- It's Non-existent • Medium - It's ok but could improve • High - We have a great strategy and know our target groups
- 12. Epic Strategy #1: Get Social! • Engage with Millennials on the platform they use the most – Social Networks • Put a real name and face behind the corporate social media accounts • Keep social up to date • Be thereAND be responsive and engaging
- 17. Poll Question • Do you have an application process that allows a candidate to apply from his/her mobile device? • Our applicants can’t apply via a mobile device. • Applicants can apply online but it's not mobile friendly. • Applicants can easily apply via mobile devices.
- 18. Strategy #2: Be Accessible…Anywhere • 77% of Millennials are on smart phones & they use them 14.5 hours a week! • 50%Access the internet more often through their phone than their computer. • You must be mobile – 1 billion job searches are performed on mobile devices each month • 87% of companies are not investing adequately in mobile friendly recruitment • Applications need to be quick and easy
- 19. Mobile Recruiting – The Basics • Optimize your career page for mobile use • Post your ad to job boards with mobile application apps • Test run your mobile application process for maximum candidate experience
- 20. Strategy #3: Encourage Video Interviewing • Millennials understand videos • Meet the technical generation on its home turf • Allow stand-out candidates to shine early
- 21. How to use video interviews to connect with Millennials… • Find out how tech-savvy they really are • See if they are willing to learn • Stress your company’s growth opportunities
- 22. Strategy #4: Build a Talent Community 1. Make it Easy 2. Keep them Engaged 3. Revisit and Review. Who belongs in the Talent Community: • They aren’t a good fit for the position they applied for. • They aren’t a good fit for any other currently open positions. • They seem like they would be a good fit for your company if you had the right position.
- 23. Engaging your Talent Community • Don’t tell, show • Showcase your growth • Expose your culture • Flaunt your employees • Unveil the lifestyle • Reveal the office • Show what your actual work day looks like • Show off technology • Exhibit social perks • Feature your leaders
- 24. Bonus Epic Strategy: Transparency Triggers Enthusiasm • 4 Critical Mistakes: • Only highlighting compensation • Failing to show a career path • Ignoring company culture • Discounting workers without a full skillset
- 25. How to Incent Millennials • To be effective incentive compensation must account for the unique motivations of Millennials • Companies must • Clearly define job roles • Create a collaborative environment • Provide Real-Time visibility • Customize pay methods and metrics
- 26. Summary 1. Get Social 2. BeAccessible 3. Encourage Video Interviewing 4. Build a Talent Community 5. Transparency Triggers Enthusiasm
- 27. Complete Talent Management Suite & Services Transition & Promote Align & Assess Develop & Collaborate Onboard & Engage Recruit & Hire Recruitment Onboarding PerformanceLearning Succession Reporting for Efficiency, Progress & Compliance Managed Services Compliance Included Drug and Background Screening
- 28. BirdDogHR Expertise • Since1997 • PureSaaS • 750+customers • CompleteTalentManagement • FocusonFederalContractorsandHigh ComplianceIndustries • RootsinRecruiting&JobBoardswithNative JobBoardIntegrations
- 29. Resources Now Available at BirdDogHR.com
Notes de l'éditeur
- Millennials are the largest generation in the United States, and more of them are entering the workforce every day. They’re new, hungry, and impatient, and they’ll turn your company upside down with their sense of rebellion ... Or at least, that’s the hype. While it’s true that millennials present unique challenges for the workplace, we’re not scared of them—we’re excited. And you should be too. The employees of this generation enrich the workforce with their new energy and ideas, and we can help you leverage their potential to its fullest
- Sometimes called the trophy generation for receiving trophies for mere participation – it’s important to keep in mind that lazy and entitle are learned not born with. A quality recruiter will do this for you, but it’s good to know how to listen for traits/behavior that may hinder business success. These five interview questions can be highly revelatory: Did you have a job in high school or college? What is your most memorable accomplishment? What led to your most memorable mistake? To what do you attribute your success to date? From whom have you learned the most in your professional career? In listening to the answers to these questions, pay close attention to the candidates’ takes on work ethic, their ability to constructively work in a team environment, their perspectives of other people, and a clear sense of personal and professional responsibility. Too many ego-centric references and/or a focus on natural talent as their main differentiator should raise warning signs. Read more at http://www.lucasgroup.com/recruiting-and-managing-millennials/#VWzpFBgaawomg33H.99
- carrying-the-weight-of-the-world perspective spills over to millennials’ careers. Their personal values aren’t separate from their work values. And their personal lives aren’t separate from their work lives. Always connected, they want to catch up on social media at work—but they’ll also answer work emails off the clock. The division between 9-to-5 and the rest of their lives doesn’t exist for this generation. The old rules don’t apply. Unfortunately for employers, millennials also reject the traditional rules about career development. They don’t want to wait years for a promotion. They want growth in their careers, and they want it fast. According to Josh Bersin, millennials are over 1.5 times more likely than other generations to focus on shortterm opportunities. They care about the pace of their career path, and they’ll go wherever they need to in order to further it.
- Roughly half the student population had to borrow money for school in 2010, compared with 30% in the mid-’90s.
- Some managers and companies go way too far in trying to appeal to Gen Y employees and in the process they upset their business practices and organizational culture. They revamp systems, procedures, and work teams in an effort to make their environs more Millennial friendly. Think of a parent attempting to placate an unruly child in a store (“just be quiet and sit still and daddy will get you whatever you want”), and you immediately understand the problem with this approach. Hiring and encouraging bad behavior can ruin a company’s ethos. Others, make the opposite mistake. They pay no attention to it whatsoever and keep doing things the way they’ve always done them (“things worked pretty well when our old CEO was in charge, so I see no reason to allow these people to change our entire operation”). Both approaches are wrong. The world evolves; people change; and companies are forever adapting. Compare the IBM of Sam Palmisano to the IBM of John Akers and you’ll appreciate the point. Change for change sake (or change to merely keep abreast of the latest trends) is poor leadership. But thoughtful change that leverages technology, global diversity, and market forces is something to embrace. Read more at http://www.lucasgroup.com/recruiting-and-managing-millennials/#VWzpFBgaawomg33H.99
- 89% of online adults ages 18-29 are using social media and 67% of first time job seekers use social media to look for work. 1. get educated, 2. Sign up for LinkedIn, 3. start networking Millennials care about what their friends think – say what you will about their faces always being in a screen – they are connected. That could mean providing testimonials from employees, highlighting the culture of the company or showcasing how the company gives back to the community both on a local and national level.ng social networking sites
- Invite potential hires to spend time in the office – Allow them to engage with real employees Millennials are keen to know why the should take a job – how it will help them achieve their goals
- Research has shown time after time that money and benefits are no longer the most important factors when millennials are choosing a job. A recent survey by Match Marketing Group found that only a quarter of millennials consider benefits extremely important when choosing a job, but 84 percent rated having meaningful work that makes a difference as very or extremely important. Outlining a career trajectory is an important step for millennials, whose reputation for a sense of entitlement stems from the fact that they expect to move into leadership positions more quickly than previous generations, Ungemah said. If this group of workers knows upfront how long it might take them to advance, they may be more likely to stick around and work toward those career goals. More of today's employers are catching on to the fact that company culture plays a huge role in attracting millennials, but some still fail to understand that this generation cares a lot about its work environment and the people in it. Putting your culture and values on display will help Gen Y employees form an opinion about your company."During the recruitment process, focus on opportunities for teamwork at the office," Farren said. "Provide examples [and] include other millennials who are currently working for you."In an article on millennial recruitment tactics, Jenkins recommended several ways an employer can highlight the company culture to millennial recruits, including an employee-run blog, virtual tours and "behind the scenes" content on your company website, sharing a few of your office social perks, and using your younger workers as part of your recruiting team. If you're seeking a millennial worker for a lower-level position, don't write off a candidate just because he or she doesn't appear to have all the skills required to the job. Ungemah reminded employers that Gen Y hires, especially recent graduates, don't always have the necessary skills to succeed right off the bat — it's better to take a more holistic view, and consider the potential employee's overall fit and ability to learn. Then, once you find the right candidate, you can invest in training them to fill in any skill gaps.
- Discuss customer that was having issues with store employees cleaning, stocking merchandise. Millennials work for their teammate more than their boss Millenials want constant feedback on their performance levels, so visibility into their performance is key – preferably in real time. This is one of many areas where compensation automation tools shine. With dashboards that are continually updated, Gen Y-ers can track their progress at any point in time and know exactly what to do Understand what motivates your millennials and customize around this.
- Millennial-friendly cultures don’t happen by accident or by coincidence. It’s important to invest in the planning and design of your work environment — and as gatekeepers for an organization, recruiters need to play an active role. “Taking a chance on a millennial candidate can often be the best decision a company makes,” says Schwartz. This means creating the right structure — to help millennials learn and challenge themselves. The process won’t always be perfect, but ultimately, you’re learning together.