Millennials and their Gen Z counterparts are increasingly getting the spotlight in today’s workforce and redefining the idea of work. Despite the challenge of attracting and retaining them, these young talents are important assets to organisations.

1. HIRING AND RETAINING YOUNG
TALENTS
Things You Need To Know About

2. Millennials and their Gen Z counterparts are increasingly getting the spotlight
in today’s workforce and redefining the idea of work
Source: LinkedIn Global Talent Trends 2020; Millennial Careers: 2020 Vision, ManpowerGroup
Newest generations make up half of the
workforce:
Generation Z10%
Millennial
3 out of 4 working Millennials are currently in full-time
jobs
HOWEVER…
Half of them are open to non-traditional routes of
employment in the future
Future Considerations:
Part-time jobs - 30%
Freelance / Contract - 28%
Self-employment - 34%
Casual jobs - 14%
Seasonal jobs - 12%
Gig - 8%
Portfolio jobs - 16%
40%

3. Despite the challenge of attracting and retaining them, these young talents are
important assets to organisations
• Tend to be enthusiastic, eager to learn
• Constantly build on their skills
• They bring in different ways of thinking
and many are driven, open to
introducing new ideas
• This all can contribute to how
businesses can transform and grow
• More tech savvy and early tech
adopters than their older
counterparts
• Can be key contributors in driving
business forward in digital adoption
• Provide reverse mentoring by
assisting other generations to
transition into digital ways of working
Younger generation employees play a massive role in the workforce:
New Energy and Fresh
Perspectives
Digital Advocates of Technology
Adoption
Rising Superstars for Your
Business’ Future
• They are our future leaders
• Maximizing their experience and
exposure is critical for development
and building their career
• Future leaders will be based on their
competencies and ability to lead.
Importance of tenure will no longer
be relevant

4. MILLENNIAL & GEN Z
BLUEPRINT
Start with understanding who they are through
their lens

5. Meet the digital native of the new generation
Sammie,23
BSc. Computer Science
2km
You have to risk it to get the biscuit..
Love to travel…
Coffee Addict…
Grew up in a technology-centric environment
Want to know more about me..
Prefer digital ways of interacting and enjoy collaboration
Always curious and open to explore possibilities
My phone is my third arm. I’m from the Mobile-first generation
Personalised experience makes my life interesting – they
know me well !

6. What they value may no longer be the same as your Baby Boomers and
Gen X
Sammie,23
Bsc. Computer Science
2km
You have to risk it to get the biscuit..
Love to travel…
Coffee Addict…
My dark side..
Some of my top priorities when considering for a job:
Company culture
Employee benefits
Professional career growth and development opportunities
Monetary raise
Flexible work arrangements
I’m part of the Job-hopping generation, typically work in an organisation for 2 to 3
years
Get excited by the gig economy and opportunities to work abroad as I love to
travel !

7. They are not merely looking for “jobs”. Multiple things run through their
minds as they come across your organisation
Uncovering the young minds…
Why your organisation and not others?
How accessible is your organisation on digital channels and
platforms?
How easy is it to apply to your organisation?
How efficient and responsive is your organisation?
How fun and engaging is the experience with your organisation?
What is the culture like?
What are the opportunities today and in the long run?

8. Organisation Survival Kit
Secure the top young talents in the market and
be their first choice

9. 01 Build Your Digital
Presence
Given that Millennial and Gen Z talents are mostly
digitally inclined, being accessible on digital platforms
provides an advantage to your organisation when it
comes to attracting and hiring young talents.
Imagine you can start engaging with these young talents
through a quick scan of QR Code on your social media or
website. How many steps are you ahead of your
competitors and how much hassle would that also save
you from?

10. 02 Stay On Top Of The
Young Minds
Like it or not, the younger generation has built a lot of
comfort in an environment with ongoing updates and
instant gratifications, especially with the proliferation of
technology. The idea of “speed” and “responsiveness” may
have also turned into their expectations in professional
lives.
Be quick, be responsive, and be there! The moment the
young talents start an interaction with you, the last thing
they ever wish for is never hearing anything from you
again. They are going to move on if they do not feel
appreciated.

11. 03 Refresh Your Talent
Lens
Recognise that the value Millennials and their Gen Z
peers can bring to the table today has changed. More
importantly, what capabilities and talents that your
organisation needs today and in the future has also
changed tremendously.
To get the best young talent onboard, understand and
evaluate them through a holistic lens. How much do you
understand them? Do you know what a “good” young
talent look like, and what is “best” for your organisation?

12. 04 Create The WOW
Experience
Positive impressions tend to stay longer when the
experience is memorable. WOW the younger generation
with fun and gamified elements. Even when you are
putting them through a series of assessments, make sure
to provide a fair, gold standard experience that leaves
them with an enjoyable journey.
Prioritise a seamless, engaging candidate experience.
Consider using personalisation, social engagement, or
gamification elements to appeal to the young talents
today.

13. 05 Build Visibility Of
Career Growth
On top of financial rewards and benefits, career growth
opportunities are also sought after by Millennials and Gen
Z. When they enter your organisation, how can you co-
create career paths alongside your young talents? When
your top talents job hop, wouldn’t you prefer they switch
roles internally?
The younger generation appreciates being part of the
process when it comes to crafting their career paths.
Clarity on the future roles they can grow into and the
development milestones to achieve their aspirations keep
them engaged.

14. Key takeaways for organisations to get the best out of and provide
the best for young talents
Millennials and Gen Z grew up
in technology-centric
environment and value
different aspects / approach
at work.
Organisations need to
consider adapting their
approach if they want to stay
relevant and be the employer
of choice of the younger
generation.
Always keep in mind continuity
of actions. It does not stop with
recruiting the talent. Engage
your talents to increase talent
retention.

15. THANK YOU