What does this mean?Sounds good.Buzz words. But why should you care?
Hiring the smartest millennial talent over you competitors. Who you hired yesterday, hire today, and hire tomorrow set you apart from your competitors. They help set you apart in a way that you lead the competition or trail the competition. Either way, who you hire has bottom line implications.Why are we having this conversation today? This has always held true…
What you did 10 years ago, 5 years ago, is no longer effective. In the past, the largest companies with the biggest budgets, largest staff dedicated to recruiting students typically attracted and hired the smartest talent. This no longer holds true. The playing field has been leveled. Companies of all sizes now have the ability to attract, engage, and hire the best millennial talent. Why?
Technology innovations has made this possible. Information is shared at an extremely fast rate. The world is smaller. Millennials share information at an incredible rate and will not change anytime soon.
Social media is the game changer. You don’t need deep pockets to build your scriber base of millennial followers. What’s effective today is creativity and publishing creating content on social media. Use Creativity and Remarkable Content to provide an engaging experience with Transparency and timely communication.
So you’ve been told this 100 times. Again, this isn’t the first time you’ve heard this. How do you capitalize on this technology disruption/social media.
Provide customized experiences to millenials. Do it in the same way Amazon provides you customized products every time you visit their site. Netflix provides a customized experience through their algorithm. You get customized video recommendations when you go to their side. How do you do that? You don’t need to build and algorithm.
2 ways: gather millennial data in two says. First, gather data about behaviors, demographics, wants, needs, emotional triggers, etc. Here is some insights from Dan Coats and the rest of the very smart people at Youth Pulse published in their YRP.
Using this information to create recruitment marketing content that paints a picture in millennials’ mind that working for your organization leads to or correlates with achieving their goals.
Curate and publish videos, pictures, and other content on your careers page and social media that exemplify your company’s social responsibility. Add video interviews with current employees talking about the challenge of their job and the decision making authorities that are delegated.
Start a mentorship program within your company. Not only does it meet a expressed need, it increases new hire success rate and facilitates relationship building much more quickly.
Secondly, segmentmillennials into personas matching your ideal employee profiles – personas. Create ficitional characters that represent each persona, for example, Inbound Marketer Margret. These personas should be detailed with their behaviors, wants, needs, goals, personal interests, online behaviors, causes supported, etc. Gather this data from you current top performers.
Now that you have superhero intel, start promoting this content across the internet. Focus on the applicable channels using data gathered from online behaviors.
Recruitment marketing using SEO, social media, internal/external referrals just makes business sense. Organically attract more applicants using a variety of channels is cost-effective compared to scouring resume databasesBuild a subscriber base of interested job seekersEveryone in your organization get’s involved in generating referrals
The most important step is to measure and refine your efforts. Perform A/B tests on messages, landing pages, and calls-to-action. Drop tactics that doesn’t work. This is a continually process. Think of recruitment marketing like a sales funnel. There is always a blockage in the funnel. Once you identify the blockage and make the changes to motivate the millennnial job seeker convert to the next phase of the funnel, the blockages shifts to another through point in the funnel.
Measure your reach and engagement. Test messages, timing, calls-to-action, and engagement. Continue to improve you engagement, reach, referrals and conversation to your careers site.
Recruitment Marketing and Millennials: Branding Your Company as the Employer of Choice
Recruitment Marketing& Millennials: Branding Your Company as the Employer of Choice #MegaMashup By Adam Singh – President @InternEdge @AdamHSingh
TopMillennialTalent OverYourCompetitors Photo credit: William & Mary Law Library
Traditional RecruitingPlaybook is Broken Photo credit: trieu88
Employment Status Off-Campus Job 40.9% On-Campus Job 29.7% Currently Unemployed 21.4%Periodic Work (Babysitting, Yard 10.4% Work, Web Design, Etc.) Paid Internship 5.7% Internship for Credit 3.9% Self-Employed/Own Business 3.7% Base: 496 College Students
Looking for a JobYes 60%No 40% Base: 496 College Students
How Long Students Have Been Looking for A Job1 month to less than 3 months 34.3% Less than 1 month 24.5%3 months to less than 6 months 21.0% 6 months to less than 1 year 10.3% 1 year or longer 9.9% Base: 496 College Students
Attitudes Toward Careers I have become more interested in 3.4 pursuing a passion than a paycheck I would rather wait it out for a jobthats right for me than settle on a job 3.3 simply for pay I would rather focus on work thatinspires me than think about investing 3.2 in a lifelong career Ill take anything just for the 3.2 experience Ill take anything I can get just to pay 3.1 the bills I am too talented to settle 2.9 Base: 496 College Students. Based on scale of 1-5 where 1 is “Not at all like me” and where 5 is “A lot like me.”
How Likely To Achieve Their Personal Goals Likely 90%Neither Likely or Unlikely 6% Not Likely 4% Base: 496 College Students
Resources Find Useful in Their Job Hunt Company Websites 71% Friends 65% Job Search Sites 62% Teachers/Professors 57%Professional Organization Websites 56% Past Employers/Internships 55% Parents 52% Career Center 50% Career Fair 48% Other Family Members 47% Social Networks 42%Help Wanted Ads in the Newspaper 41% Siblings 35% Base: 496 College Students
Factors That Are Important When Selecting A JobExperience I am gaining from my job 18.1% Ability to be me 15.6% Location 5.8% Benefits offered at the job 4.5% Money I get for the job 4.5%Opportunity for advancement/growth 3.3% Flexibility of hours 2.5% Base: 496 College Students
Interest In A Mentoring Relationship Very Interested 63%Somewhat Interested 30% Not too Interested 4%Not at All Interested 3% Base: 496 College Students
Thank You!Watch the video presentation and download your copy of thePowerPoint slides at InternEdge.com/Millennial-Mega-MashUP Learn how to get your copy of “The YPULSE Report – Education, Employment, & Finances” by clicking here.
Are you winning the top Millennial talent over your competitors?The InternEdge Talent Community platformprovides you with everything you need to attractthe brightest students while reducing both yourrecruitment marketing costs and time-to-hire.