Recruiting and Retaining The Generations Presented by Kevin Wheeler Human Strategy Alignment Conference December 2, 2008 Livermore, CA

The World has Changed Traditional HR/Recruiting Emerging HR/Recruiting Reactive Focus on open positions Proactive Anticipate needs -Running ads -Posting to job boards -Searching databases -Building a talent community -Developing relationships -Development focus -Competitive intelligence Requirements: -Flexible workforce scenarios -Interactive communications Dynamic, on-going Static, One-time Requirements: -Logistics -Static workforce planning -Sourcing capability From CONTROL To CHOICE

Choice is everywhere School Rigid curricula to flexible paths Work Set schedules and work places to flexible schedules and telecommuting Careers Paths to opportunities Relationships Fixed to flexible

School

Rigid curricula to flexible paths

Work

Set schedules and work places to flexible schedules and telecommuting

Careers

Paths to opportunities

Relationships

Fixed to flexible

From No Choice. . . 1914 Ford drops all colors but black because it is the only color (made in Japan) that dries fast enough.

To Almost Total Choice -Toyota Scion

From One Career and Job to a Choice of Many “The Slash” Worker People with two or more careers increasing rapidly. Minister/lawyer, Doctor/photographer, Accountant/carpenter “ . . .between 10 and 30 percent of the economically active population had experienced at least one career change in a 5-year period”

People with two or more careers increasing rapidly.

Minister/lawyer, Doctor/photographer, Accountant/carpenter

“ . . .between 10 and 30 percent of the economically active population had experienced at least one career change in a 5-year period”

Quintessential New Worker Age 27 I work as an internet researcher for a recruiting company based in Cleveland. I have an online retail business that I pursue on my own time as well. I have a radio show, Research Goddess, on www.recruiterlife.com. I cover recruiting and research topics on this show. I am also an adjunct instructor for SPIU and teach classes on database use and sourcing techniques. I also have a blog, www.amybethhale.com. Check it out!

I work as an internet researcher for a recruiting company based in Cleveland.

I have an online retail business that I pursue on my own time as well.

I have a radio show, Research Goddess, on www.recruiterlife.com. I cover recruiting and research topics on this show.

I am also an adjunct instructor for SPIU and teach classes on database use and sourcing techniques.

I also have a blog, www.amybethhale.com. Check it out!

Generational Differences Baby boomers 45-60 years old 28% of the population Gen X 30-45 years old 16% of the population Gen Y 20-30 years old 25% of population

Baby boomers

45-60 years old

28% of the population

Gen X

30-45 years old

16% of the population

Gen Y

20-30 years old

25% of population

The Birth Rate: Boom, Bust and Echo

Generational Differences Matter – And They Matter a Lot!

Different Strokes for Different Folks Generally HR & recruiters are generation unaware Ignore basic truths & observations Rigid messaging One message/approach for everything Mistaken application of EEOC regulations and HR policies You can be different AND fair

Generally HR & recruiters are generation unaware

Ignore basic truths & observations

Rigid messaging

One message/approach for everything

Mistaken application of EEOC regulations and HR policies

You can be different AND fair

Boomers - Traditionalists Status important Seek security and want a career path Loyal to the organization Willing to go the extra mile for future reward Focus on hierarchy Work ethic = time, not necessarily results

Status important

Seek security and want a career path

Loyal to the organization

Willing to go the extra mile for future reward

Focus on hierarchy

Work ethic = time, not necessarily results

Certainties Baby Boomers will stay in the workplace in greater numbers than thought. But will. . . Want flexible working hours. Change the type of work they do/profession. Be more entrepreneurial. Be less focused on high salary and more on satisfaction, freedom and benefits.

Baby Boomers will stay in the workplace in greater numbers than thought.

But will. . .

Want flexible working hours.

Change the type of work they do/profession.

Be more entrepreneurial.

Be less focused on high salary and more on satisfaction, freedom and benefits.

Gen X - Cynics Cynics & Critics Driven work ethic Boss is a colleague – Show little respect Family is core - Little to no loyalty to work Focus on “What’s in it for me?” Judge success with money.

Cynics & Critics

Driven work ethic

Boss is a colleague – Show little respect

Family is core - Little to no loyalty to work

Focus on “What’s in it for me?”

Judge success with money.

Certainties Form the core work group and core leadership team and will do so for the next decade. But they.. . Are hard to please. Have little to no loyalty. Will leave for money, title, power Seek faimly-friendly organizations

Form the core work group and core leadership team and will do so for the next decade.

But they.. .

Are hard to please.

Have little to no loyalty.

Will leave for money, title, power

Seek faimly-friendly organizations

Gen Y – The Next Dominate Generation Diverse, Confident, Optimistic Group and project focused High ethical standards High environmental and social concerns Desire/seek coaches and mentors Like to stay in communication Focus is on fun, authenticity, and honesty Technically VERY savvy

Diverse, Confident, Optimistic

Group and project focused

High ethical standards

High environmental and social concerns

Desire/seek coaches and mentors

Like to stay in communication

Focus is on fun, authenticity, and honesty

Technically VERY savvy

WHAT DO THEY THINK ABOUT WORK? . . .there are far fewer Millennials entering the workforce relative to the number of job openings than was the case when Baby Boomers entered the workforce. - Decoding Generational Differences , W. Stanton Smith, Deloitte

Certainties - What They Want Respected Provided interesting and meaningful work Recognized For accomplishments Remembered For having made a difference Coached Not trained Consulted Not ordered Connected To employer and mission Deloitte, Decoding Generational Differences

Respected

Provided interesting and meaningful work

Recognized

For accomplishments

Remembered

For having made a difference

Coached

Not trained

Consulted

Not ordered

Connected

To employer and mission

Certainties Will dominate workforce within 10 years. Possess agility, technical savvy, and confidence. Need help to make “choices.” Demand rewards based on performance. Increasingly are time/place agnostic. Seek challenging work – not organizations.

Will dominate workforce within 10 years.

Possess agility, technical savvy, and confidence.

Need help to make “choices.”

Demand rewards based on performance.

Increasingly are time/place agnostic.

Seek challenging work – not organizations.

Gen M - Mobile Everything is anywhere, anytime. Short focus Watchwords = Fast, fun, fluid http://www.pewinternet.org/pdfs/PIP_Teens_Games_and_Civics_Report_FINAL.pdf

Everything is anywhere, anytime.

Short focus

Watchwords = Fast, fun, fluid

News Consumption by Age

Return of the Individual “ The fundamental unit of the new economy is not the corporation but the individual.” -Thomas Malone and Robert Laubscher

“ The fundamental unit of the new economy is not the corporation but the individual.”

-Thomas Malone and Robert Laubscher

What’s the Primary Goal of Recruiting? To have a relationship with a qualified candidate who is available and willing to step forward when needed.

To have a relationship with a qualified candidate who is available and willing to step forward when needed.

What are we going to do? How do we leverage? Generational differences Technology Relationships/Networks Changing work/job/ideas

Generational differences

Technology

Relationships/Networks

Changing work/job/ideas

Read this book.

And This Book & Blog

So What Do YOU Do? Build choice into all aspects of recruiting. Ask and listen and adapt to generational differences. Develop internal social networks and mobile communication tools. Target your candidate base. Build flexible recruiting models that adapt and change with ease.

Build choice into all aspects of recruiting.

Ask and listen and adapt to generational differences.

Develop internal social networks and mobile communication tools.

Target your candidate base.

Build flexible recruiting models that adapt and change with ease.

Thanks! Boomers can Write to me at : [email_address] Gen X can Read my blog at: http://kwheeler.blogs.com Gen Y Follow me on Twitter at: www.twitter.com/kwheeler Anyone can Read my columns on ERE: www.ere.net

Boomers can Write to me at :

[email_address]

Gen X can Read my blog at:

http://kwheeler.blogs.com

Gen Y Follow me on Twitter at:

www.twitter.com/kwheeler

Anyone can Read my columns on ERE:

www.ere.net

About Global Learning Resources, Inc. We have been working with organization for the past 10 years to help them improve their recruiting and employee development strategies, processes, and practices. Kevin is a leading consultant in the areas of recruitment and employee development best practices. He is the author of the Corporate University Workbook and a contributor to the book On Staffing: Advice and Perspectives from HR Leaders . For more information see our website: www.glresources.com

We have been working with organization for the past 10 years to help them improve their recruiting and employee development strategies, processes, and practices.

Kevin is a leading consultant in the areas of recruitment and employee development best practices. He is the author of the Corporate University Workbook and a contributor to the book On Staffing: Advice and Perspectives from HR Leaders .

GLR’s Main Practice Areas Recruitment: We analyze, recommend and implement solutions that include employment branding, technology selection, screening and assessment processes, on-boarding, and metrics. Employee Development: We analyze current practices, recommend improved strategic learning designs, curriculum development and delivery methods, including e-learning. We also help architect corporate universities. For more information see our website: www.glresources.com

Recruitment: We analyze, recommend and implement solutions that include employment branding, technology selection, screening and assessment processes, on-boarding, and metrics.

Employee Development: We analyze current practices, recommend improved strategic learning designs, curriculum development and delivery methods, including e-learning. We also help architect corporate universities.