Millennials and Gen Z’ers have a reputation for being complicated and needy. Whether this is true or not, by the year 2025, Millennials will make up 55% of the workforce and Gen Z will have been in the workforce for nearly 7 years! Recruiters and talent acquisition teams need to be more in tune with how to attract and retain these key demographics. Packed with case studies of enterprise employers from around the globe and research conducted by iCIMS, this presentation gives insight into the newest tactics for attracting millennials and Gen Z’ers to your company, keeping them, improving your employer brand, and increasing your employee referrals.

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This is the Full Title of a Session
Outlook on the 2025 Workplace:
How to Attract the Next Generation of Talent by
Effectively Recruiting Millennials and Gen Z
Susan Vitale
Chief Marketing Officer
iCIMS Inc.
Holmdel, NJ

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Agenda
• Overview of Millennials & Gen Z
• What to Look for in Millennial & Gen Z Talent
• What They Are Looking for in Their Career
• How Consumer Technology is Shaping Recruitment
• How to Retain Top Millennial Talent
• Actionable Takeaway Tips
• Questions

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Millennials & Gen Z
An overview of who they are, and how these
two generations might be different at work

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Who They Are – By the Numbers
The Millennial Generation
Born: 1981 - 1996
Age in 2018: 22 – 37
Generation Z
Born: 1997 and onward
Age in 2018: 21 and younger
Sources: Pew Research, 2018 | BLS, 2018
• By the year 2025, millennials will make up 55% of the workforce
and Gen Z will have been in the workforce for nearly 7 years
• Yet, millennials have seen some of the lowest labor force
participation growth and highest unemployment since 2000

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What to Look for When Hiring
Millennials and Gen Z
When recruiting younger generations,
look beyond their college major

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Millennials at Work
68% of hiring managers say millennials have skills prior generations do not
82% feel that millennials are technologically adept
60% agree that millennials are quick learners
Source: Elance-oDesk, The 2015 Millennial Majority Workforce, 2015

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What Might Be Different About Incoming Gen Z
The Perception: strong technical skills, but lacking somewhat in soft skills.
Source: Bersin by Deloitte, Deloitte Consulting LLP, Deloitte Millennial Survey, 2017
78%
but
believe they will need
a high level of support.
61%of millennials expect Gen Z to have
a positive impact on the workplace,

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Look Beyond College Major
81%of college seniors said they would be
willing to accept a full-time job in a field
unrelated to their college major.
Regardless of what degree
they graduate with,
Source: iCIMS, Class of 2017 Report, 2017

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What’s More Important Than a Candidate’s
College Major?
Employers say the following are more important than college major:
76% Past work experience
65% Written or spoken communication skills
35% Extracurricular activities
29% GPA
24% Their university’s prestige or reputation
Source: iCIMS, Class of 2017 Report, 2017

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Look For Key Soft Skills
Recruiting professionals rank adaptability as the
most important soft skill for entry-level positions.
Source: iCIMS, Soft Skills Report, 2017
10%
Written
Communication
36%
Adaptability
24%
Oral
Communication
19%
Written
Communication
12%
Collaboration

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How to Identify Soft Skills
Before the in-person interview, here are the top ways
recruiting professionals evaluate soft skills:
Source: iCIMS, Soft Skills Report, 2017
Phone Interview Checking with
references
Conducting a
video interview
Conducting
a written
personality test
Evaluating work
samples or
simulations
Looking at
your social
media pages

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Millennials & Gen Z: What are
They Looking for in an Employer?
Millennials and Gen Z are attracted to employers
that can offer more than just good pay

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Millennials Are Motivated By More Than Money
Opportunities for
career progression
52%
Competitive wages and
financial incentives
44%
Good training and
development programs
35%

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Gen Z’s “Must Haves” for Their First Job
Source: Monster, Multi-Generation Survey, 2016
What is going to entice Gen Z?
Health insurance
(70% vs. 68% across all working generations)
Competitive salary
(63% vs. 59% across all working generations)
A boss I respect
(61% vs. 60% across all working generations)
Opportunities for professional development
(47% vs. 40% across all working generations)
Maternity/paternity leave
(33% vs. 25% across all generations)
Flexibility to change roles within company
(32% vs. 25% across all working generations)

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Salary Expectations for Entry-level
Roles Are on the Rise
On average, college seniors graduating in 2018 expect to
earn approximately $54,010 at their first job after college.
This is a $7,979 increase from the Class of 2016.

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Some Recruiters Expect to Pay More in 2018
Source: iCIMS, Class of 2018 Report, 2018
Approximately how much does your company
expect to pay its average entry-level employee?
2018 Results $56,532
$2,247 More
Than Class of 2018’s Expectation

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Younger Generations Bring a Consumer
Mindset to the Job Search Process
How to improve the candidate experience
and meet job seekers expectations

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Millennial Job Seekers Bring a Consumer
Mindset to the Process
What do job seekers want most in a job search site?
Quizzes that can help me determine which jobs I’m best suited for
54%
53%
53%
41%
25%
Ability to instantly mark jobs as ones I am or am not interested in
Custom recommendations based on my job preferences and resume
Ability to input job and salary requirements and have employers reach
out to me directly
Ability to sort jobs by others’ reviews and recommendations
Source: iCIMS, The Modern Job Seeker, 2017

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Candidate Experience Matters
Source: IBM, The Far-Reaching Impact of Candidate Experience, 2017
Millennials are the most likely
generation to not do business with a
company where they have had a
poor experience as a job applicant.
More than half of those with a prior
negative impression of the hiring
organization said they would not
apply again in the future.
Poor Candidate Experience Great Candidate Experience
Candidates who are satisfied with
their experience are twice as likely
to become a customer of the hiring
organization compared to unsatisfied
candidates (53% vs. 25%).
People who are satisfied with their
candidate experiences are 38% more
likely to accept a job offer.

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Top Three Reasons Candidates
Withdraw from the Recruiting Process
46% Time disrespected during interviews
26% Process took too long
10% Salary didn’t meet expectations
Source: Talent Board, NA Candidate Experience Report, 2018

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Simplified Application: completion time was
reduced from 45 minutes to less than 5
Candidate Experience: Applicant assistance call
center now receives 0 calls/week on average
Prioritized post-apply KPIs
Highly transparent
email communications
How to Improve Your Candidate
Experience: Employer Spotlight

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• Average time-to-fill 1 – 7 days
• Career site traffic reached 14,000 per week
and click through rate (CTR) rose 19%
• Reduced application process to 6 questions
• 20% of their candidate applications are
submitted via mobile devices
Employer Spotlight:
“We looked at how we could make the
job-searching experience just as
streamlined as shopping at Amazon.”

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Candidates Expect to Job Search
on Social & Mobile
Why you should incorporate social and
mobile recruitment tactics to improve your
candidate experience

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Use Social Media – Strategically
99% of millennials are visiting a
company’s social media when job searching.
Source: iCIMS, The Modern Job Seeker, 2017

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Make Sure Your Social Media Pages
Have the Right Content
When searching for a job, workers visit company social media pages to:
65% Get a feel for the company’s mission or culture
62% Looking for job listings
56% Find contact information
45% Read or leave reviews
40% Look at profiles of the company’s employees
(iCIMS, The Modern Job Seeker, 2017)

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Millennials Expect to Be Able to Search
on Mobile Devices
83%
(iCIMS, The Modern Job Seeker, 2017)
of working Americans,
including 82% of millennials,
expect every company to have
a mobile-friendly career site
and job application process
of millennials have searched for
a new job while on the clock
66%

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Google For Jobs Can Help You Connect
With the Right Candidates
• 73% of candidates start their job search in Google
• iCIMS recently partnered with Google for the introduction
of an improved search experience that helps candidates
find jobs more quickly and efficiently
Source: CareerBuilder, 2015

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But, Social & Mobile-Friendly
Career Sites Are No Longer Enough
How to incorporate the latest innovation
in talent acquisition

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The Way Employers & Candidates
Communicate Has Changed
• 90% of people read a text message
within the first 3 minutes of receiving it
• Text messaging is becoming the preferred
method to communicate with not only
your friends, family, and colleagues, but
also with your job candidates

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The Class of 2018 Wants Convenient
Communication Options
41%
of college seniors said they have missed a potential job
opportunity because they weren’t able to connect with a
recruiter or hiring manager due to a missed call or an
email going to spam
Source: iCIMS, The Class of 2018 Report, 2018

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”
“By utilizing text
messaging in our blasts,
we got a much better
response rate than we
ever got with email. It
was significantly easier
to fill our open positions.
-John Turner, HR Tech
Analyst Trilogy Health
Texting for Recruitment:
Employer Spotlight
With the healthcare
unemployment rate shrinking,
Trilogy desperately needed to
find a way to reach their mobile,
deskless candidates who spent
most of the day on their feet
48% candidate response rate
with most responses coming
in under 2 hours

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Best Time to Text is Mid- to Late Morning
The greatest percentage of respondents cite 8 a.m. to 12 p.m.
as their window of choice.
Source: Software Advice, 2018
Before 8 a.m. 8-10 a.m. 10 a.m. - 12 p.m. 12-2 p.m.
2-4 p.m. 4-6 p.m. 6-8 p.m. After 8 p.m.
Preferred Time of Day for Receiving Recruiter Text Messages

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Retaining Top Millennial Talent
Why employee referrals are not only a top
source of talent, but a key to retention

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Your Millennial Talent Might Be a Flight Risk
66% of millennials expect to leave their
organization by 2020
Only 29% of millennials are engaged
in their jobs
Sources:
Deloitte, Millennial Survey, 2016
Gallup, How Millennials Want to Work and Live, 2016

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Employee Referrals Lead to
Engaged Employees
Source: iCIMS, The Impact of Successful Employee Referral Programs, 2015
70% of referred employees surveyed have not
changed positions since being hired
60% of employers believe referrals bring in
candidates that are a better fit for the company

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Encourage Employee Referrals
Source: iCIMS, The Modern Job Seeker, 2017
86%
Say they would expect to be
happier at a job they were
referred for than one they
were not referred for.

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Employee Referrals: Employer Spotlight
• 26% of new hires come from employee referrals
• Find that referrals stay longer and best fit the company culture
• Offer employees who refer candidate additional income through
bonus and award programs
“Our number source of hire is employee referrals…”
John Turner, Employee Services System Support at Trilogy Health Services, LLC

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Millennials Want Training and Development
• 87% of millennials aspire to be an executive or C-level
employee at some point in their careers
• Millennials with mentors are 2x as likely to stay with a company
more than five years
Sources: iCIMS, Women in the Workforce Report, 2017 | Deloitte, One Foot Out the Door |Deloitte, Global Human
Capital Trends, 2016
63%of millennials believe
their leadership skills are
not being fully developed.
7%of company and HR leaders state that
their companies have accelerated
leadership programs for millennials.

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“
Training and Mentorship: Employer Spotlight
”
One of the best things employers can do to equip their workforce
for the future is invest in training and development programs.
Younger generations are especially hungry for honest feedback
and growth opportunities, and molding them for leadership
positions is a retention technique that can greatly benefit your
company culture, as well as your succession plans.
- Joyce Russell, President at Adecco

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Effective Onboarding Can be a Launch Pad
for Career Success
Set new hires up for success and increase retention.
Create individualized new hire tasks and provide access
to resources to ensure new hires have a clear sense of
how to excel in their position.

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©2017 iCIMS Inc. All Rights Reserved.
Actionable
Takeaway Tips

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Actionable Takeaways
Make a Business Case for Investing in Training and Development
Programs – 63% of millennials believe their leadership skills are not
being fully developed
Moderate Your Social Profiles – 99% of millennials are visiting a
company’s social media when job searching
Prioritize Your Candidate Experience – people who are satisfied
with their candidate experiences are 38% more likely to accept
a job offer
Boost Employee Referrals – one in five workers are unsatisfied
with their company’s current employee referral program. Implement
a formal referral reward program and make it easy for employees to
share open positions

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Thank you. Questions?
Email: Susan.Vitale@icims.com
Twitter: @Susan_Vitale
• In order to receive your continuing education
certificate(s) for this program, you must
complete the online evaluation. The link can be
found in the continuing education section at
the front of the program guide.