Hiring Gen Y

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Recruiting and Hiring the Y Generation

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Hiring Gen Y

  1. 1. Recruiting for the Future May 7, 2010 Presented by All-Is-On Productions, Inc. “ Paving Your Road to Success!”
  2. 2. GAP <ul><li>Recruiting younger talent to an industry where the sales force is aging and one with a lack of depth in the talent pool. </li></ul><ul><li>Perception of the janitorial/chemical industry as not being glamorous compared to other entry-level sales positions. </li></ul>
  3. 3. Top 10 “Most Desired” Sales Careers* <ul><li>Pharmaceutical </li></ul><ul><li>Bio-Tech </li></ul><ul><li>Dental </li></ul><ul><li>Insurance </li></ul><ul><li>Healthcare </li></ul><ul><li>Information Technology </li></ul><ul><li>Medical </li></ul><ul><li>Advertising </li></ul><ul><li>Medical Equipment </li></ul><ul><li>Real Estate </li></ul><ul><li>*Sales Careers Online, 2007 </li></ul>
  4. 4. Reality <ul><li>Sales professionals in Janitorial industry are compensated equally, and in many cases, better than Pharmaceutical Reps. </li></ul><ul><li>Janitorial Industry is a fun and exciting business but as a whole, poorly marketed to prospective employees. </li></ul><ul><li>Entry Level Compensation for Pharmaceutical Reps with 1-5 years experience: </li></ul><ul><ul><li>Avg. base salary for entry level rep $40-50K* </li></ul></ul><ul><ul><li>Average “capped” bonus $25-45K* </li></ul></ul><ul><ul><li>Max total if ALL objectives met $65-95K* </li></ul></ul><ul><ul><li>*As reported by Pharmaceutical-Rep.com </li></ul></ul>
  5. 5. Staffing Impact Due to Baby Boomer Retirement* <ul><li>17% of Baby Boomers retiring within 1.5 to 3 years </li></ul><ul><li>26% of Baby Boomers retiring within 4 to 5 years </li></ul><ul><li>22% of Baby Boomers retiring within 6-10 years </li></ul><ul><li>Note: 65% of employers surveyed said they will be impacted by Boomer retirement in the next 10 years. </li></ul><ul><li> 62% of employers don’t have an active plan in place to recruit and retain performers. </li></ul><ul><li>* Survey Results Compiled by Experience, Inc. Sample group of 1,000 employers </li></ul>
  6. 6. Generations—Overview <ul><li>Baby Boomers (1943-1960) </li></ul><ul><ul><ul><li>42% of nation’s workforce </li></ul></ul></ul><ul><ul><ul><li>Many in management positions </li></ul></ul></ul><ul><ul><ul><li>76% intend to retire from current job/career around the age of 64. </li></ul></ul></ul><ul><ul><ul><li>Typically very competitive at work and have been described as the workaholic generation </li></ul></ul></ul><ul><ul><ul><li>Enjoy transmitting information in person, though many have become accustomed to using email to transmit information. </li></ul></ul></ul><ul><ul><ul><li>Feel that all employees should put their nose to the grindstone and get to work and don’t why younger workers need so much handholding and feedback. </li></ul></ul></ul><ul><ul><ul><li>Baby boomers are the most loyal of the group, changing jobs much less frequently, with some boomers making a career at the same company. </li></ul></ul></ul>
  7. 7. Generation X Overview <ul><li>Generation X (1961-1981) </li></ul><ul><ul><ul><li>29% of nation’s workforce </li></ul></ul></ul><ul><ul><ul><li>Gen X’ers want more work-life balance because they saw how hard their parents would work, only to be downsized or reorganized out of a job. </li></ul></ul></ul><ul><ul><ul><li>Gen X’ers, though they are not quite as technologically adept as Gen Y’ers, are likely to communicate a great deal of information via email, but are not as familiar or as comfortable sending text messages </li></ul></ul></ul><ul><ul><ul><li>Gen Xers are still somewhat loyal and don’t change jobs as much, though many do change jobs after only three to five years. </li></ul></ul></ul><ul><ul><ul><li>Generation X workers often demand more flexibility in working hours to achieve a better work-life balance. </li></ul></ul></ul>
  8. 8. Generation Y Overview <ul><li>Generation Y (1980-2000) </li></ul><ul><ul><ul><li>22% of nation’s workforce </li></ul></ul></ul><ul><ul><ul><li>Gen Y’ers are averse to following the chain of command in the workplace. They are much more likely to try and find the person directly in charge of the project they are working on and communicate directly with that individual, regardless of the chain of command. </li></ul></ul></ul><ul><ul><ul><li>Gen Y’ers are the most adept at using today’s technology. Gen Y’ers are more likely to text message or email their colleagues and superiors to communicate information. </li></ul></ul></ul><ul><ul><ul><li>Gen Y’ers are much more likely to change jobs often as they are apt to seek new challenges on a consistent basis. </li></ul></ul></ul><ul><ul><ul><li>Generation Y workers tend to need immediate feedback on their performance at work. </li></ul></ul></ul>
  9. 9. Recruiting Generation Y <ul><li>Seek Out Talent Early (this includes full-time and internships)—The sooner you connect with candidates, the more time you give yourself to teach them about the your company's culture, career opportunities and the benefits of working with your company. </li></ul><ul><li>Web—Gen Y spends average of 12.2 hours per week on-line. 28% more than Gen X. </li></ul><ul><ul><li>Must have web presence on LinkedIn, Monster, Facebook Fan Page, etc. </li></ul></ul><ul><li>Promote Value-Added Benefits that are Important to Gen Y </li></ul><ul><ul><li>Highlight Financial Benefits </li></ul></ul><ul><ul><li>Value Added Benefits </li></ul></ul><ul><ul><li>Unique Details About your company's </li></ul></ul><ul><ul><li>Commitment to Social Responsibility; Environmentally Friendly Practices and Work-Life Balances </li></ul></ul><ul><li>Let Them Know What You Want Them </li></ul><ul><ul><li>Be Proactive and Diligent (Ego-Need To Feel Like They’re Being Pursued) </li></ul></ul>
  10. 10. Recruiting Generation Y <ul><li>Develop Deeper Relationships With Target Schools </li></ul><ul><ul><li>Develop Relationships with Career Services and Faculty, as well as Students </li></ul></ul><ul><ul><li>Attend and Host Career Fairs </li></ul></ul><ul><ul><li>Speak at Schools </li></ul></ul><ul><ul><li>On-Campus Interviews </li></ul></ul><ul><ul><li>Develop Targeted E-Mail List </li></ul></ul><ul><ul><li>Post Videos through Career Services </li></ul></ul><ul><ul><li>Advertise in School Newspapers </li></ul></ul><ul><li>Target A Wide Audience </li></ul><ul><ul><li>Open Up Search Beyond Core Schools and Target Majors </li></ul></ul><ul><li>Build A Referral Program </li></ul><ul><ul><li>Maintain Communication with Former Interns </li></ul></ul><ul><li>Build Pipeline </li></ul><ul><ul><li>47% of Students Said They Expect to Stay in First Job Less Than 2 Years. </li></ul></ul>
  11. 11. <ul><li>Make Work/Life Balance a Priority </li></ul><ul><li>Offer a More Distributed Work Environment </li></ul><ul><ul><li>Leverage technology </li></ul></ul><ul><li>Increase Performance Reviews </li></ul><ul><ul><li>At least quarterly </li></ul></ul><ul><ul><li>Gen Y value direct and timely feedbacks. Benefit is employee is engaged and motivated </li></ul></ul><ul><li>Adopt a Coaching Style of Management </li></ul><ul><li>Educate and Involve All Employees in the Process </li></ul><ul><ul><li>Create a Mentor/Mentoree program. This creates “buy-in” for both parties. It increases the odds of success. </li></ul></ul>Recruiting Generation Y
  12. 12. Characteristics of Generation Y <ul><li>Generation Y not solely interested in money. </li></ul><ul><ul><li>Desire to receive training </li></ul></ul><ul><ul><li>Take on new challenges </li></ul></ul><ul><ul><li>Expand their capabilities </li></ul></ul><ul><ul><li>Crave advancement </li></ul></ul><ul><ul><li>Recognition of achievement </li></ul></ul>
  13. 13. Internships <ul><li>81% of employers believe new hires who have held relevant internships are better prepared </li></ul><ul><li>53% of employers view internships as a pipeline for full-time hires </li></ul>
  14. 14. Internships--Employers <ul><li>Start small </li></ul><ul><li>Market internships with jobs </li></ul><ul><li>Track results </li></ul><ul><li>Build a referral program </li></ul>
  15. 15. Top Resources for Information by Generation Y <ul><li>73% Company websites </li></ul><ul><li>70% University or Alumni Career Centers </li></ul><ul><li>69% Career Fairs or Events </li></ul><ul><li>60% Job Board Sites </li></ul>
  16. 16. Deciding to Apply <ul><li>97% Visit Company Websites </li></ul><ul><li>78% Use Search Engines to Research </li></ul><ul><li>73% Review Job 2-3 times, Research Company </li></ul><ul><li>73% E-mails Through Schools </li></ul><ul><li>52% Search Agent E-mails </li></ul><ul><li>47% School/Alumni Portals </li></ul><ul><li>11% Social Media </li></ul>
  17. 17. Other Recruiting Avenues <ul><ul><li>Meet with existing your company's customers whom competitors are selling too. Find out why and whom they are buying from and the name of the sales rep. Then go after that person. While not exactly &quot;low hanging fruit&quot; since there is a relationship established information is easier to obtain. </li></ul></ul><ul><ul><li>Work with manufacturers reps. They know of people who are unhappy and ready for change. They can also provide intel on if this is a person you really want to pursue or not. Many times a mill rep has aided me in the decision process to avoid a bad hire. </li></ul></ul><ul><ul><li>Social networking such as LinkedIn. </li></ul></ul><ul><ul><li>Inside Sales. </li></ul></ul><ul><ul><li>  Colleges and Universities New Hire or Career Programs. This is an aging industry. We have to target and develop new talent. </li></ul></ul><ul><ul><ul><li>New Full Time Hires </li></ul></ul></ul><ul><ul><ul><ul><li>Internships </li></ul></ul></ul></ul><ul><ul><ul><li>Promote the your company's winning attitude. People want to work for winners. </li></ul></ul></ul>

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