Hiring Gen Y: Recruiting and Retaining the Millennial Workforce

Editor's Notes

1. Introduce Ryan & John.Talk about why Brazen is so passionate about Gen YTalk about why WilsonHCG is so passionate about Gen Y
2. Follow along on Twitter utilizing the #HiringGenY hashtag. We’ll be monitoring the conversation on there and answering any questions you might have.
3. Ryan to discussStats:Bureau of Labor statistics reports an average tenure of 1.5 years for millennial employees74% of millennials believe to be productive, workplace has to be stimulating77% want different work spaces depending on what they’re doingAccording to 2011 Cisco survey, Gen Y prizes freedom, flexibility and technology choice above virtually all elseMillennials are more diverse – 39% are nonwhite compared to 30% of the general population54% have had some college education compared to only 36% of “baby boomers”92% use the internet at least occasionally compared to 79% of boomers75% use social media compared to 30% of boomershttp://www.advocatesforyouth.org/press-room/millennialsDefining events for Millennials:Social MediaFacebook9/11Occupy Wall StreetCore values:OptimismCivic dutyConfidenceAchievementSociabilityDiversityEntrepreneurial
4. JW to discussNumbers – will soon be largest generation in the workplace (According to the U.S. Bureau of Labor Statistics, Millennials will make up 64% of the workforce by 2020)Today’s workers, tomorrow’s leadersTrendsetters
5. Point out the ten ways!
6. Attract - JW
7. JW to go into more detail about employment branding:Over 85% of millennials will apply directly to a company they want to work for – shows need for employment brandingEmployer brand and employment brand are different. Employer brand: employees have established in their minds and communities.. how they're talking about youEmployment brand: the act of actually developing and driving one's own internal brandEmployment Branding: Gen Y talent focuses heavily on personal values when deciding where to work. So having a strong employment brand can help showcase that which helps to attract Gen Y if they can identify. Touch on company culture. Managing online reputation: Pay attention to social media pages, job boards, GlassDoor reviews. Thought leadership: Drive a company blog-keep fresh content and trends/news on blog through implementing a brand ambassador program. (touch on ambassador program). Social media: Create company social media pages on top social platforms, and regularly participate in conversations. Stay on top of trends for emerging platforms, be sure to research where your audience is-no need to jump on every social media platform available. Update website and careers page often
8. Ryan to go over
9. JW to speak on thisEmployee referral program: WilsonHCG employee referral program. Employees can be your company’s greatest advocates. Gen Y trusts friends and peers more than executives-leverage this relationship and use them for referrals. Allow them to push out info through social media and their connections.Networking: LinkedIn discussions and communicating with potential candidates. Discussions with industry thought leaders on emerging trends, info, etcBrand ambassador program: Leverage employees, already passionate about the company brand to promote. Get them involved! (Ryan to discuss this…)
10. Ryan
11. JW to talk about social recruiting/alternative recruitingGen Y is tech-savvy so they are most likely on at least one social media platform, if not more.1. Use as an aid with recruiting programs, never rely on social media 100%2. Get creative: utilize social media tools, such as Twitter chats to interact with job seekers, post open positions and have recruiters be an advocate for your company-so that candidates can learn more about your company. 3. WilsonHCG_U: Twitter account geared towards gen Y and recent grads to share job info, career advice and resume tips. 4. Alternative recruitment committeeAlternative recruitingImplement an alternative recruiting committee internallyExpands your reach and allows for recruiters to find talent they might not normally find.Specialized portfolio websites, open source IT communities, specialized job boards (transition military, high level jobs, community based, etc)Different tools to post and broadcast jobsUtilize talent communities to build your talent network and pipeline
12. Ryan
13. Ryan
14. Retain - JW
15. JW to talk about Gen Y’s desire for flexibilityWork/Life balance Work/life balance is changing more into work/life blendingExtremely important to Gen Y. Mobile technology and virtual work environments are allowing for more work/life blending. Employees can work virtually anywhere, anytime. Not the typical “9-5” anymore. Better communication systems allows for more employees to be mobile and work “odd” schedules. Be available 24/7 but take breaks when they may have not in the past. Allows for employees to pick up kids from schools, run to appointments in the middle of the day, etc. Allowing 5-10% of time to work on personal/interesting projects is extremely important to MillennialsAlternative work environments Create work environments to influence/enhance the different types of performance you want to promote (e.g. open work space to foster collaborative projects, individual pods to allow people to work privately and without disruption) – give people options.Working virtually-home, etc. Flex hoursWorking some days in office, some days from homeCo-working Additional benefits beyond the normal healthcare/401k plans etc.Rewards programs (according to a survey conducted by achievers, 81% of respondents ranked travel rewards as one of their top three reward choices)Experience rewards ranks second most importantOther types of benefits companies are giving are:Cell phone stipendsFlex Vacation modelsGym membershipsCreative company outingsCatered mealsTuition reimbursement Onboarding guidelines:Explain company goals, individual roles & responsibilities, and how they all fit togetherExplain dress code with visualsBe clear about who is the go-to person for various questions new hires might haveShare social media policy
16. RyanSome of this is generational
17. JW to talk about investing in employees23.2% of millennials state that career advancement opportunities are the most important factor when looking for a job according to achievers survey23.1% look for challenging work15.4% think salary is the most importantEmployee development Employees become disengaged when they have no path or goal to work towardsManagers should consistently give feedback (constructive), suggestions, goals.Let employees work on projects they are passionate about-tying to goalsCareer mapping for different departments/positions. Goal setting.Ongoing education initiatives Listening to what your employees need to make the business betterStaying on top of trends-social media trainings, etcTuition reimbursement/loan repay programsInvesting in employees (participative leadership)Collaboration meetings-giving employees a voice. Getting everyone’s input instead of having one main decision maker. Internal initiatives-brand ambassadors, SME’s, various committees. Allowing employees to develop personal/professional brandsStretch projects
18. Ryan
19. ConclusionNow you have a competitive advantage to attracting Gen Y talent. (elaborate on this)Questions-15 min (#HiringGenY)Mention to go to websites for more info