This document provides guidance on how to engage and recruit Millennials. Millennials, born between 1980-2000, will make up 75% of the global workforce by 2030. They prioritize meaningful work, social media freedom, and feedback over high pay. The document recommends being personal, social, relevant, mobile, and providing content to engage Millennials. It suggests understanding their goals, helping with growth opportunities, providing frequent feedback, and offering flexibility to attract and retain Millennial talent.

1. ©2014 LinkedIn Corporation. All Rights Reserved. TALENT SOLUTIONS
How to engage with Millennials (or Generation
Y) and to recruit them
February 12th, 2015

2. Tomaso Giusti
Media Solutions Consultant
tgiusti@linkedin.com
Cristina Arbini
Media Solutions Consultant
arbini@linkedin.com

3. Agenda:
• Millennials: who are they and why should we care?
• Understanding a misunderstood generation
• 5 ways to engage with Millennials (and recruit them)
1. Be personal
2. Be social
3. Be relevant
4. Be mobile
5. Be content
• Key takeaways & questions

4. Who are millennials and why should we care?
By 2030, millennials will represent the 75% of the global workforce
Source: Nielsen report on Millennials (2014)

5. Technology + internet = everything everywhere

6. Music
Reading
Organising and booking trips
Going places
Starving
Any question

7. SOCIAL MEDIA
IS HERE TO STAY,
EMBRACING ITS POWER IS THE KEY
57%
of the decision to ‘buy’
is now made before any
commercial contact with
your business

8. Link here

9. Pics credits here

10. Link here

11. Link here

12. “According to CEOs,
attracting and keeping younger workers
is one of the biggest talent challenges”
PwC’s 14th Annual Global CEO Survey

13. 7 things #millennials care about
1. They prioritize “meaningful work” over high pay
2. 1 in 3 millennials said “social media freedom” is a
higher priority than salary
3. 70% of millennials are planning to change jobs
once the economy improves
4. 80% of millennials said they would prefer
feedback in real time rather than via traditional
performance reviews
5. 65% of millennials said personal development
was the most influential factor in their current job
6. They give value to International experience
7. Work like balance is very important: millennials
value flexible work arrangements

14. WE RECOMMEND
3 SIMPLE STEPS
NURTURE YOUR
TARGET
AUDIENCES
DO WHAT
YOU DO BEST
BUILD ENGAGE RECRUIT
YOUR FOLLOWERS
& YOUR BRAND

15. LinkedIn: A global pool of talent
3M+
INDONESIA
2M+
PHILIPPINES
1M+
MALAYSIA
1M+
SINGAPORE
1M+
SAUDI ARABIA
18M+
BRAZIL
100M+
UNITED STATES OF
AMERICA
9M+
CANADA
24M+
INDIA
6M+
AUSTRALIA
1M+
NEW ZEALAND
3M+
SOUTH AFRICA
1M+
UNITED ARAB EMIRATES
16M+
UNITED KINGDOM
8M+
FRANCE
7M+
ITALY
2M+
BELGIUM
1M+
DENMARK
3M+
TURKEY
5M+
NETHERLANDS
1M+
SWEDEN
6M+
SPAIN
347M+ Members
worldwide
+2 New members per second
5M+
CHINA

16. Knowledge
Be the definitive
professional publishing
platform
Network
Connect all of the
world’s professionals
Identity
Be the professional
profile of record
Millennials come to LinkedIn to develop their
careers, not just to find jobs
1
6

17. Millennials build relationships on
desktop, tablet and mobile
49% of LinkedIn’s
traffic is on a
mobile device
Engagement rates
can be up to 5x
higher on mobile

18. 5 ways to engage with Millennials
(and to recruit them)

19. Be personal
Don’t be autoreferential:
use a creative or a
message that put the right
people at the center of
your communication!
- Higher response rate
(CTR)
- Build your follower base
in an easier way!

20. Millennials value
recommendatios
more than
anything else!
Turn employees
into your best
talent brand
ambassadors
Be Social

21. Be Relevant
≤ 400%
increases in
candidate
conversions
achievable
with targeted
content

22. Be Mobile
49% of access to LinkedIn come from mobile
When people try to apply to your job, what’s their experience?

23. Every time you post to your followers,
you’re building and nurturing a relationship with them
Generate Awareness
Build a Community
Promote News
Leadership
Build Reputation
Ways to build relationships
with target talent
Member News Feed
Be Content

24. Key takeaways

25. Understand them
Use metrics and benchmarking to segment your workforce in order to
understand what millennials want and how these desires might be different
from older workers. Think about this in the context of your Talent Strategy!

26. Help them grow
Managers need to really
understand the personal and
professional goals of
millennials.
Put them on special rotational
assignments more frequently
to give them a sense that they
are moving toward something
and gaining a variety of
experiences.

27. Let them know how they're doing
Millennials want and
value frequent
feedback.
Unlike the past
where people
received annual
reviews,
millennials want
to know how
they're doing
much more
regularly.

28. Set them free
Millennials want flexibility. They work well with
clear instructions and concrete targets.
Give them the freedom to have a flexible work
schedule. Set deadlines and if they meet
them, don't worry so much about their
tactics and the time they clock in and out.

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