Ensure you create an environment within your company that is not only attractive to Millennials but will also help them to grow into the best employees.

1. HOW TO PREPARE FOR
MILLENNIAL RECRUITING

2. PRESENTED BY:

3. Click the “tweet” button
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4. 1946 1964
The dynamics of the corporate workforce continue to evolve rapidly. In 2015,
we’ve now seen Millennials (those born between 1982-1995) outnumbering
Baby Boomers (those born between 1946 and 1964) in the workplace.
How can you be sure to create an environment within your company
that is not only attractive to Millennials but will also help them to grow
into the best employees they can be?
1982 1995
MILLENNIALSBABY BOOMERS
15
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5. HERE ARE SIX WAYS
TO HELP YOU RECRUIT MILLENNIALS
INTO YOUR WORKFORCE.
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6. 1. Go Where They Are
2. Save Them a Spot at Your Table
3. Company Culture is Everything
4. Let Them Learn From the Best
5. Allow Freedom Beyond the Cubicle
6. Give Them Room to Grow
RECRUITING MILLENNIALS:
http://talent.linkedin.com/blog/index.php/2014/11/5-practical-tips-for-recruiting-millennials
http://www.tlnt.com/2014/10/03/what-you-should-know-about-recruiting-millennials/
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7. GO WHERE THEY ARE
This generation has virtually grown up online. If you want to attract
future employees, make sure you have a positive presence on social
media. Millennials know how to do their homework and they’ll be sure to
find everything they can about you through one social medium or
another. Invest some time into making your internet identity a good one.
http://www.tlnt.com/2014/10/03/what-you-should-know-about-recruiting-millennials/
#1
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8. Here are some social media sites where Millennials may
look and where you want to present a good company
image: Twitter, LinkedIn, Facebook, YouTube, Tumblr.
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9. SAVE THEM
A SPOT AT YOUR TABLE
Start recruiting before they graduate because if you don’t, someone
else will. Let Millennials know of their saved spot at your table, or
better yet, company. Look at how your internship programs help serve
as recruiting grounds.
#2
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10. Many companies will establish relationships with universities in order
to increase their recruiting pool. Go to their career fairs and make sure
you leave a good impression.
Remember: it doesn’t hurt to have some cool “swag” to give away.
Provide opportunities for these Millennials to gain some first hand
experience in their chosen field by offering on-site internships.
http://www.tlnt.com/2014/10/03/what-you-should-know-about-recruiting-millennials/
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11. COMPANY
CULTURE IS EVERYTHING
Culture will tell those you are recruiting a lot about your company. You
want it to be a place people enjoy working and where people do great
work. So do a little company culture feng shui until you find something
that works. If you want great people you have to be a great company.
#3
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12. KEEP THESE FIVE BUILDING BLOCKS IN MIND AS
YOU TRY TO CREATE A GREAT COMPANY CULTURE:
1. Mission: What’s the purpose of your company?
2. Vision: What are you trying to achieve in your company?
3. Values: What are your company’s core beliefs?
4. Norms of behavior: What is socially acceptable in your company?
5. Beliefs: What messages are generally accepted by your company?
Keeping these things in mind will give you some direction in establishing
a culture within your company; a great culture that gets reinforced and
brought to life through appreciation.
http://blog.octanner.com/culture/what-makes-a-great-culture
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13. LET THEM
LEARN FROM THE BEST
Chances are most Millennials will have little to no experience in the field
they want to work in and that’s ok. What Millennials lack in experience
will be made up for in their desire to learn from the best. Give them
opportunities to grow and discover themselves and what they’re really
good at. Create a mentorship mentality as you strive to help develop
this generation.
#4
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14. “A MENTOR EMPOWERS A PERSON TO SEE
A POSSIBLE FUTURE AND BELIEVE IT CAN
BE OBTAINED”
- Shawn Hitchcock
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15. ALLOW FREEDOM
BEYOND THE CUBICLE
The cubicle is not the only place where work can get done. Allow your
Millennials to work where and when it’s best for them. Confining them
to certain times will leave them feeling like they’re trapped. Everyone
works differently—and as long as your organization establishes clear
deadlines and expectations—you have nothing to fear. Plus, this can
help you distinguish your dedicated, hard workers from the mediocre ones.
#5
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16. http://talent.linkedin.com/blog/index.php/2013/12/8-millennials-traits-you-should-know-about-before-you-hire-them
“Millennials aren’t as willing as former generations to
sacrifice their personal life in order to advance their
careers. They like to ‘work hard – play hard’ and want to be
at a company that appreciates this desire for balance.
They also expect a more flexible work environment than
previous generations and want to work for a company
that supports various causes.”
-Lydia Abbot
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17. GIVE THEM ROOM TO GROW
Millennials like to know the position they are taking on has opportunities
for growth in the future. They want to be challenged and they want
something to work towards. No one wants to be stuck in the same
place forever. As you recruit Millennials, help them see the value of the
difference they’ll be making and what opportunities exist for them in
the future.
#6
STEP 1 STEP 2 STEP 3START GOAL
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18. The Millennial generation is not going away, so
embrace these six tips to help your company
appeal to this generation of workers. As you
do, you’ll see your company flourish as you
properly transition with a younger group of
employees.
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19. For more tips on building a great work culture, join our community.
JOIN OUR COMMUNITY
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20. O.C. TANNER AND THE O.C. TANNER INSTITUTE
O.C. Tanner, number 40 on the 2015 FORTUNE 100 Best
Companies to Work For® list, helps organizations create great
work environments by inspiring and appreciating great work.
Thousands of clients globally use the company’s cloud-based
technology, tools, awards, and education services to engage
talent, increase performance, drive goals, and create experiences
that fuel the human spirit. Learn more at octanner.com.
The O.C. Tanner Institute regularly commissions research
and provides a global forum for exchanging ideas about
recognition, engagement, leadership, culture, human values,
and sound business principles.
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