Whether they welcome the title or not, graduates are a part of the millennial bracket and create a new type of employee. They offer a new globally-connected, social media literate community in the job market. Their habits are changing the way information is collected and shared and are subsequently redefining the relationship between employer and employee. This slide share was based on a recent webinar talk, led by our Head of Creative Nathan Ouriach. He’s incredibly well informed, and talks about the habits and expectations of this increasingly influential demographic. It’s all viewed in relation to the job application process. The talk covered the following: • Debunking graduate employee stereotypes. Exposing their real habits. • An overview of the graduate market, using statistics. • How companies are engaging with graduates. • How companies can benefit from recruiting graduates. To learn more about GradTouch please visit https://www.gradtouch.com/employers/ Sign up to our free newsletter: www.gradtou.ch/fcya7

2. How to engage
Attracting, Hiring & Retaining Graduates
Millennials

3. Who is a Millennial?
• Born between 1980 and 2000
• Likely to have completed higher education
• Highly active online
• Prefer receiving information that is digestible
• Particularly if it is about themselves
• Experience is valued higher than material ownership
• They are entrepreneurial and open to new ideas
• Highly influenced by peer opinion
• Likely to research online before investing in something.

4. Nathan Ouriach (author) // Head of Creative
‘I am a millennial.’’
• Born: 1990
• MA in English and American
Literature
• Actively Online
• Hasn’t bought a newspaper since
2007.

5. the new approach
“Millennials no longer feel the need to play it safe and most are
now equally happy to work for a start up or tech firm as they are a
large traditional employer.
We are competing with the full gamut for the best brains and
talent leaving university: getting our graduate recruitment right is
crucial to the long term success of our business.”
Simon Collins, Chairman of KPMG UK
Source: KPMG Press Release July 2016

6. What are our obstacles?The New Type of Consumer
• Outsourced lives – how can a work place deal with a desire for immediacy?
• How can an employer supplant a peer group?
• How can an employer ensure both their own online presence, as well as the company’s, fits a standard?
• How can information always be personal?
• How can a job role become an empowering and enriching “experience”?

7. the modernissue
• The Top 100 Graduate Employers anticipated an 8% increase in graduate intake
• Reality was that the annual increase was only 3.3%
• Over 1,000 graduate positions were left unfilled
Source: The Graduate Market in 2016 - High Fliers
2015 - The Year it Changed

8. Where did theygo?
The balance is changing, companies need to persuade students that they are the right fit
as much as students need to persuade them that they are qualified.
61% of employers believing that one of their main obstacles for the upcoming year is to
improve the student perception of their brand.
Last year, students didn’t reject the Top 100, instead they were opened up to SMEs, start-
ups, international positions and more that were previously unknown to them but began to
open themselves up and engage with them in a new way.

9. MARKET RESEARCH: KPMG
“Poor communication and arduous recruitment processes deter millennials from roles in big businesses.”
• They felt they were not being offered any feedback - if unsuccessful (55%)
• Received delayed, or poor, communication from the employer (43%)
• Was a long time to wait to hear the outcome of the interview (34%)
• The recruitment process took too long, from start to finish (34%)
• There were too many stages in the recruitment process (28%)
KPMG and independent market research company High Fliers Research surveyed over 400 of this summer’s new
graduates and asked them about their experience of applying for a graduate job at UK businesses.
Notable comments:

10. The quantified self
• Job hopping
• Targets
• Feedback
• Training
• Benefits
Moving away from the qualitative self
• How far have I walked?
• How many calories is this?
• Where is my Domino’s?
• How long does this article
take to read?
• Where is my Uber?
Outside Work Inside Work

11. EFFECTIVE WAYS TO COMMUNICATE
Social Media
Building Communities
Digital Storytelling
Peer-to-Peer Sharing
How and where to join the graduate conversation:

12. First contactBuilding relationships online
• Last year alone, three-fifths of Top 100 companies conceded that they had
decided to put more emphasis on social media
• 42% of Millennials are interested in helping companies to develop products and
services
• 62% of Millennials are more likely to become a loyal customer of a brand if it
engages with them on social networks
• Start the interview on the second stage.
Source:
The Graduate Market in 2016 - High Fliers
Millennial Consumer Trend 2015 - Elite Daily

13. Starting the conversationHave a presence where Millennials spend their time
• Present the contextual through the personal
• Depict sincere company stories that are both relatable, and shareable
• Through shareable content you penetrate not only your targeted audience but
also have them share it to their own, likeminded social circle
• Hold conversations to small pockets of people, consistently, knowing that over
time you will connect with everyone
• Details & Things
• A company introduced via someone’s peer-group is more persuasive than
through the company’s own CEO or Director

14. Managing millennialsHow to retain graduate talent
• Understand the line between work and home has blurred
• It’s isn’t about hours work, but about results achieved
• Reverse mentoring
• Consider appropriate rewards and benefits
• Ensure that what you say externally is matched internally
• Make sure that they see the value in their contributions to the company

15. The takeawayAttracting, Hiring & Retaining Graduates
• Your company is a brand, like any product
• Millennials want to surround themselves with brands that ameliorate their lives
• Companies need to look inward and translate their identity into personal online
stories
• Then share these stories on the channels where millennials spend their time
• Millennials want to be proud of their company mission and the people behind it
• They need to feel that the experience in front of them was designed, created
and reconfigured to suit them and them alone
• They need to see the value in the opportunity and how it matches with their
own ambitions

16. The takeawayFor millennials: what makes an attractive employer?
• Opportunities for career progression (52%)
• Competitive wages/other financial incentives (44%)
• Excellent training/development programmes (35%)
• Good benefits packages (31%)
• Flexible working arrangements (21%)
Source: Millennials at Work: Reshaping the Workplace - PWC

17. The futureWork is becoming integral to your lifestyle
“The workplace and workforce are going to change pretty dramatically as we look forward. The entire
concept of work is going to become more flexible.
The skills needed in the workforce are going to be less about IQ and a little bit more about EQ [emotional
intelligence], because if you think about it, a lot of IQ knowledge is going to be available at our fingertips
through hand-held devices and the computer and technologies that we have at our disposal.”
Deborah Henretta Group President, Asia & Global Specialty Channel,
Procter & Gamble

18. Join our newsletter. Contact lewis@gradtouch.com.
Hiring graduates?
Let’s talk 0161 236 2932, or lewis@gradtouch.com