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Growing and Retaining Your Millennial Workforce

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Learn how to
1. Locate and attract millennials as new employees
2. Set expectations and onboard your millennial workforce
3. Grow and retain your millennial workforce

Published in: Recruiting & HR
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Growing and Retaining Your Millennial Workforce

  1. 1. How to Locate and Attract Millennials As New Employees
  2. 2. Matt Maxwell Director, Business Development Matt Maxwell, Director of Business Development, joined Passageways in 2010 through an entrepreneurship program at Purdue University. He has a passion for Business Development and growth. He began in lead generation where he grew sales in and expanded markets. As Director of Business Development he is intensely focused on recruiting and developing the lead generation team. Outside of Passageways he loves judging business plan competitions and working with startups to define new markets.
  3. 3. Millennials Series • Part I How to Recruit Millennials: Where to Find Them, What They Look Like, What Are They Doing. • Part II Onboarding: What Millennials Expect • Part III Retaining Millennials • Part IV Succession Planning
  4. 4. The Largest Generation in U.S. Labor Force
  5. 5. Millennials: • Are Young, 18-35 • Are Half The Workforce • Marry Late • Nearly $1 Trillion is Buying Power
  6. 6. Millennial Traits and Observations • Attention Deficit: Squirrely • Seem Lazy Entitled • Open minded • Collaborative • Empowered • Desensitized: They’ll Cut Through The Clutter • Call You By your First Name
  7. 7. Millennials Expectations For Job Tenure
  8. 8. Companies They Aspire To Work For
  9. 9. Where Are They? On the Web. • On their phones • Social creatures • Twitter • Snap chat • Facebook • Instagram • Pinterest
  10. 10. How Millennials Spend Their Time
  11. 11. Join Us Next Month: Millennials Series • Part I How to Recruit Millennials: Where to Find Them, What They Look Like, What Are They Doing. • Part II Onboarding: What Millennials Expect May 10th at 2:00 ET • Part III Retaining Millennials • Part IV Succession Planning
  12. 12. Part 2: How to Set Expectations and Onboard Your Millennial Workforce
  13. 13. Millennials Series • Part I How to Recruit Millennials: Where to Find Them, What They Look Like, What Are They Doing. • Part II Onboarding: What Millennials Expect • Part III Retaining Millennials • Part IV Succession Planning
  14. 14. The Largest Generation in U.S. Labor Force
  15. 15. Millennials: • Are Young, 18-35 • Are Half The Workforce • Marry Late • Nearly $1 Trillion is Buying Power
  16. 16. Millennial Traits and Observations • Attention Deficit: Squirrely • Seem Lazy Entitled • Open minded • Collaborative • Empowered • Desensitized: They’ll Cut Through The Clutter • Call You By your First Name
  17. 17. How They Are Perceived
  18. 18. What They Are Looking For
  19. 19. Traditional Interview Questions 1. How would you describe yourself? 2. Why should I hire you? 3. What makes you qualified for this position? 4. What qualifications do you have that make you successful in this career? 5. What are the attributes of a good leader? 6. What specific goals other than those related to your occupation, have you established for yourself for the next ten years?
  20. 20. Traditional Interview Questions 6. What are your long range and short range goals and objectives? 7. How do you work under pressure? 8. What are the most important rewards you expect in your career? 9. What do you see yourself doing five years from now? Ten years from now?
  21. 21. Millennials Expectations For Job Tenure
  22. 22. Companies They Aspire To Work For
  23. 23. Screening Tools:  Candidate Screening  Find the best candidates fast. With the 'traditional' hiring model you have to review many candidates that are not compatible or qualified.  With our modern screening system you will eliminate unqualified candidates without having to manually review their application or resume. The days of reading a hundred resumes or more and hoping you pick the right candidates to interview are over!
  24. 24. How to interview millennials and identify their skill sets 1. What have you done in the past that will help you do this job? 2. Have you ever had to wear a uniform, cover up a tattoo, or work at a time that was difficult for you, like early in the morning or late at night? How did you handle that? 3. Have you ever been passed over for an award or a promotion you thought you were going to get? How did you react? 4. How do you like to receive feedback? 5. What kind of relationship do you expect to have with your boss? Monster.com
  25. 25. How to interview millennials and identify their skill sets 6. Describe a good day in the office. How are you spending your time? Where are you? 7. Tell me about a time you had to handle a difficult customer, in person or on the phone. 8. What do you read or listen to every day to get the news of the day? 9. If we gave you time off to be involved with the community, what would you do? 10. What do you want to accomplish with this job? What are your goals? Monster.com
  26. 26. Dig Deeper 1. Interview for Motivational Fit 2. Gauge Work Ethic 3. Check their references 4. Check social media. Linkedin, even if scarcely populated, should be the first start. Look at other social media primarily to identify how they handle themselves on the web and for broader warning signs. 5. Deliver Stellar Coaching
  27. 27. Day#1 1. Make the first day so enticing that they cannot wait to return. They might even show up early the next day with roommates 2. They want an impact on day one. Let them. 3. Everything else in a Millennials life is interactive, fast-paced, and hands-on…the orientation better be as well. 4. Never start them on Monday. Current employee energy levels are typically higher later in the week. 5. Start at 10am. This allows current employees to address urgent items before the new hires arrive.
  28. 28. Take the Extra Step 6. Send a pre-first day email or text to the them highlighting your excitement and what to expect. This sets up an expectation that they can be reached when necessary. 7. Have preprinted business cards with their name. 8. Ensure all company issued hardware and devices are live and pre-loaded with their favorite utility applications. 9. Consider a new hire scavenger hunt as a way to get to know the office, people, and culture. 10. Standardize their orientation process for quality, consistency, and efficiency. Millennials need and want to know exactly how you want them to perform.
  29. 29. Within 30 days Millennials should have a basic understanding of the following  Culture  Values and Vision  Roles and Responsibility  Communication  Promotions and Opportunity  Training, Safety and Development  Ethics and Accountability  Respect and Leadership.
  30. 30. Part 3: growing and retaining your millennial workforce
  31. 31. Millennials Series • Part I How to Recruit Millennials: Where to Find Them, What They Look Like, What Are They Doing. • Part II Onboarding: What Millennials Expect • Part III Retaining Millennials • Part IV Succession Planning
  32. 32. Matt Maxwell Director, Business Development Matt Maxwell, Director of Business Development, joined Passageways in 2010 through an entrepreneurship program at Purdue University. He has a passion for Business Development and growth. He began in lead generation where he grew sales in and expanded markets. As Director of Business Development he is intensely focused on recruiting and developing the lead generation team. Outside of Passageways he loves judging business plan competitions and working with startups to define new markets.
  33. 33. Millennials: • Are Young, 18-35 • Are Half The Workforce • Marry Late • Nearly $1 Trillion is Buying Power
  34. 34. The Largest Generation in U.S. Labor Force
  35. 35. “Millennials are tech-savvy, but aren't great team players. Gen X-ers are entrepreneurial-thinking, but rank low on executive presence. And last, but not least, Boomers are team players and loyal, but don't adapt so well.” Business Insider
  36. 36. How They Are Perceived
  37. 37. Millennials Expectations For Job Tenure
  38. 38. Interview for the “right” fit • Gauge Work Ethic • Interview for Motivational Fit
  39. 39. Millennial Traits and Observations • Attention Deficit: Squirrely • Seem Lazy / Entitled • Open Minded • Desensitized: They’ll Cut Through The Clutter • Call You By Your First Name
  40. 40. acknowledging millennials weaknesses
  41. 41. acknowledging millennials weaknesses
  42. 42. acknowledging millennials weaknesses
  43. 43. Millennial Traits and Observations • Collaborative / social interaction • Able to multi-task • Have plenty of energy • Open Minded • Skilled in technology • Very self-confident, high expectations for themselves
  44. 44. Just The Facts
  45. 45. Let’s Talk About Retention
  46. 46. • Feedback • Motivate • Collaborate • Engage If You Want Them To Stay
  47. 47. Real-time Feedback  Constant, immediate feedback required. Their parents, teachers and peers have given them instantaneous responses. They send a text to a friend and receive a reply 30 seconds later. Post a witty Facebook status and receive 30 likes in under an hour. Take a picture of the meal they’re eating and they expect people to ask for the recipe. They can’t imagine only receiving feedback once a year at their job – instead they need constant check-ins with their supervisor.
  48. 48. Motivate Employees Through A Recognition Program Who doesn't appreciate a pat on the back? What better way to foster hard- work and employee engagement than by publically recognizing employees for going above and beyond the call of duty? Recognize employees right within the portal for all to see with this fun and functional tool.
  49. 49. Creating Change and Collaboration Everything is customized. Gen Y was raised on personalization. They played video games with avatars that were created in their likeness. Pandora knows which music they like and serves up more just like it. Their Facebook ads cater to their hobbies and interests. Which book should they read next? Not to worry, Amazon will tell them what they will enjoy. Everything is a reflection of their individuality. As a result they demand, even in the workplace, to be treated uniquely.
  50. 50. Engage
  51. 51. Cross Functional
  52. 52. Creating Change Personification - Give “Life” to your Portal. Why? Personification allows end users to relate to the portal and talk about it. Identity : The Portal will be branded to become immediately identifiable as your own tool to improve productivity and efficiency.
  53. 53. Management Blog This feature-rich Management Blog tool offers a new opportunity to communicate within your organization. Internal blogs connect employees to their employer and leadership and strengthens cohesiveness around strategic initiatives and projects. Comment-enabled posts allow staff to engage and ask questions from within your portal.
  54. 54. Millennial Traits and Observations • Able to multi-task • Have plenty of energy • Open Minded • Collaborative / social interaction • Skilled in technology • Very self-confident, high expectations for themselves
  55. 55. Continue The Millennial Webinar Series  Register For Part IV: The Future of Your Millennials Workforce: July 14 @ 2:00pm ET  To find out more, visit us at www.Passageways.com

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