ERE EXPO 2010
ERE EXPO 2010
• Tell me about trends or issues you see on
campus or with new hires.
• What recruiting issues do you have?
• "Focus, focus, focus" drives us to pay
a;en=on to those few things, those
cri=cal ini=a=ves, that determine
relevance, viability, and success in the
SOURCE: Seeing Things Whole by Frances
Hesselbein, Leader to Leader, No. 37 Summer
‐Smaller number of college
‐Increased demand for skilled
and educated workers.
‐Global business opera=ons
requiring a diverse workforce.
‐Diﬀerent aPtudes about
• Students have many opportunities – in
many organizations and in many countries.
• Their attitudes about work are changing
and their focus is on doing meaningful
• They are attracted to organizations that
offer challenges in a fun environment.
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Confident & optimistic
Fewer want to work for you.
Global Mindset Right-sizing their lives
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– making an impact
• Will I be able to work on projects and contribute in a meaningful
way to the organization’s profits?
– having responsibility for outcomes
• Will I get recognition or a bonus if I do this job (well) (quickly)?
– receiving meaningful & ‘fair’ rewards
• Will I get visibility and credit for the work I have done?
– working as part of a team
• Will I be working with others or mostly alone?
– growing & learning – not having a career
• What kinds of training and development are available from day
• Who will mentor me?
• How can I move to another job?
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• Millennial Magnets share five basic best practices:
– Personal-Touch recruiting.
– Many of the companies take an extremely active and personal role in
the recruitment of young employees. FactSet, a software company
based in Connecticut, sends new hires who are college seniors a gift
basket and “good-luck” note before they take their finals.
– Work-Life balance.
– These companies offer employees flexible schedules . . .
– Group socializing.
– Millennial Magnets understand that this generation enjoys working and
socializing in groups.
– The chosen companies know how to motivate Millennials through
– Casual but professional environment.
– Many Millennial Magnet companies are crafting a “Google-style”
corporate environment that is friendly, comfortable, and cutting edge.
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• A Career (at least not a traditional one)
• Permanent employment
• Status and power
• Security and stability
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• Built on non-quantitative criteria and on
– Certain schools are better than others
because of reputation, alumni and manager
– Alumni reflect what you want today.
– Going to campus is critical.
– Most students want to work for your
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Most programs are
and INEFFECTIVE for
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• Pick an organization from among you &
– Who are you focused on getting – skills,
background, interests? Why?
– How do you define success?
– What competencies or traits do they have in
– What turned them on to your organization?
• Define success
• Identify “core” desired hire
• Focus all messaging around what attracts
and excites them.
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• Spend 2 minutes and write a sentence or
two that clearly answers this student
– “Why my organization? Why should I
consider a position here instead of at
competitor #1 or #2?”
• Share your answer with a partner and get
• Reach out to both active and passive students in any school.
– Spread a wider and longer net – aggressive marketing and
carefully designed web sites.
• Use technology to create interest, excitement and
– Establish and build personal relationships early in their school
• Interview and screen using technology.
– Define jobs by competencies and expected performance.
– Use online screening.
• Make the process personal.
– Screened candidates get special treatment.
– Touch candidates in ways meaningful to them.
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• So you don’t have to go there, use. . .
– Campus ‘talent scouts’
– Employees who are taking classes
– Employees who volunteer/teach/tutor
– University relations/research experts
• Chat rooms
• Info Sessions • Email
• Videos • Web site
• Interviews • Personalized content
• Tours • On-line discussions
• Face-to-face • Social Networks
• Friend’s referral • Blog
• Placement office • Surveys
• Info sessions • Campus scouts
• Printed material • Focus groups
Passive • Web site for other reason
• Chat in small groups and share what you
think are innovative, different, exciting
ideas for college recruiting.
• Share with us all.
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• Focus information and be precise.
Candidates consistently say they dislike
vagueness, lack of specific examples.
• Observe what they see and what
influences them: Know their filters:
– Lifestyle, fairness, opportunity
• Remove all fluff, bureaucratic talking
heads and focus presentations on realistic,
• Go to where the students are – on-line,
gaming, YouTube, Facebook.
• Offer a one year satisfaction guarantee or
they get help finding another job.
• Develop a flexible internal transfer process
if a new college hire is unhappy –
guarantee them a good manager!
The Traditional recruit from a limited
number of campuses
– Hold information sessions on campus several
times each year.
– Interview most students on campus.
– Focus is on an active student -ones that
sought them out.
– Rely a great deal on career services at the
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Recruit from an array of campuses using. . .
• Social media
• Powerful websites that attract, screen and sell.
• Leverage Facebook, Twitter & other virtual tools.
• Apply CRM and build communities.
– Provide information all the time – virtually.
– Screen and interview using technology.
– Find and encourage the passive student.
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