This document presents research on attracting and retaining Generation Y, or "Net Generation" employees. It discusses leveraging technology and social media in recruiting, focusing interviews on company culture rather than being stiff, and emphasizing work-life balance. The presentation also covers managing a multi-generational workforce by adapting to Gen Y expectations around flexibility, frequent feedback, and having a role in social causes. Generational differences in benefits expectations and views of work and leisure time are also examined.

1. Millennial Presentation
Attracting and Retaining the Net Generation
Team 5 – Evan Krieg, David Klauss, Dewayne
King, Mark Ledbetter, Patrick Leitner

2. Team Members
Dewayne King VP and Regional Manager for the Fifth Third Bank
Evan Krieg Marketing Project Manager R&D Firm
David Klass Sales Manager for PACCAR Inc.
Mark Ledbetter Digital Channel Manager FedEx Services
Patrick Leitner Business Professional and MBA Candidate

3. Executive Outline
The following presentation is a set of research findings and
outlined HR policies/guidelines for how to best manage the net
generation as well as the multi generational work force.
Attracting and recruiting net generation candidates
Leveraging the power and draw of technology
Managing the multi-generational workforce
Promoting work life balance for all

4. Attracting and recruiting net generation talent
requires HR to explore new recruitment channels
and move away from traditional stiff interview
processes.
Overview
 Where would we target the net generation?
 How would we target the net generation?
 Key factors to attract top talent
HR - Recruiting

5. Where we would target Net Gen employees:
 Since most prospective Net Gen employees
are actively engaged in social media, it is
important to advertise open positions on
sites such as Monster.com and Craig’s List.
To reach potential candidates who have a
consistent on-line presence, company
information and employment opportunities
will be advertised on Facebook and YouTube.
• New Social Channels
• LinkedIn
• FaceBook
• Job Boards
• Forums

6. How we would target Net Gen employees:
 Rather than simply inviting potential
candidates for interviews, we would
implement a strategy to have prospective
Net Gen employees who meet the criteria
we are seeking attend informational
screening sessions in which they can learn
more about company culture, mission,
business strategies and opportunities for
advancement to help ensure a fit for both
parties.
• Focus on being more
open
• Share company
culture, mission, and
strategies
• Informal and personal
interview process

7. Key factors emphasized to attract top Net
Gen employees:
 As part of the recruiting strategy, it is imperative
to incorporate core components which will appeal
to Net Gen employees such as work life balance,
open interviews in which candidates can invite
their parents or spouse, structured mentoring
programs and hands on management style which
will ensure consistent feedback regarding job
performance.
 Although it requires a more complex and creative
recruiting strategy to attract Net Gen employees
who can be high maintenance, the value they will
add to an organization and potential to be high
performing, engaged employees are well worth
the investment.
• Openness
• Core management
style alignment
• Extra curricular
programs
• Work Life Balance

8. Leveraging the power and draw of
technology is critical to recruiting and
retaining the net generation
Background
 Learning Curve
 Technology implemented into school curriculum
 Variety of technologies need to be included
 Everyday technologies used in workplace
HR - Tech

9. Telecommuting Advantages for Net Gen
 Provides flexibility for employees
 More attractive alternative
 Net Generation starting families;
companies need to adapt
 Increases overall productivity in many
cases

10. Efficient and Quicker Technologies
 Instant messaging
 Allows employees to receive information
right away
 Video On-Demand
 Used for training purposes
 E-mail access on smartphones
 Freedom to communicate outside of
brick-and-mortar office

11. Social Media Usage
 Companies should allow employees to
use social media at work
 Net Gen employees seek out this type of
work environment
 Social media can be used to promote the
company
 Music streaming sites
 Blocking “digital natives” drives away
Net Gen employees

12. Managing the Net Generation must be adapted to
fit new beliefs and expectations
Overview
8 Net Gen Norms
Onboarding & Orientation
Daily work environment
Development Standards
Retaining Net Gener’s
HR – Mgmt.

13. 8 Net Gen Norms
● Freedom
● Customization
● Scrutiny
● Integrity
● Innovation
● Collaboration
● Entertainment
● Speed

14. Onboarding & Orientation
● Clearly Communicate
Organizational Goals & Values
○ Appeal to Integrity
● Implement orientation program
for new hires
○ Focus on collaboration

15. Daily Work Environment
● ROWE (Results Only Work Environment)
● Casual Dress code
● Technology driven
● Flex Workspaces

16. Development Standards
● Provide clear, quantifiable, and quick
advancement opportunities
● Set up a mentoring program
● Implement freedom initiatives
○ Greater flexibility after 2 satisfactory
performance reviews
○ Compensation plans tied to market value and
individual performance
○ No vacation limits if requirements are met

17. Retaining the Net Generation
● Allow opportunity for employees to share ideas
with management
● Focus on traditional and non traditional benefits
like job customization and entertainment

18. Work life balance is imperative for work force
management and there’s a wide gap between
the expectations of the net generation and
previous generations
Overview
 Generational differences
 Benefits programs
 Community and sustainability
HR – Balance

19. Generational Differences
Net Geners
Greater view of their role to make
the world a better place and expects
time to do that
Like to have leisure time integrated
with the day including games or
workout facilities
Enjoy rewards like lunch with the
CEO or other non monetary
experiences to better themselves
Don’t bother me if I’m not
in the office
Get in put your head to
the grind stone and get
home
Happy with a day off and
doesn’t see much value in
similar non monetary gifts
like the net generation
Time off is
always welcome
Enjoy giving back
to the
community

20. Benefits Programs
Benefits programs have changed significantly throughout
the years. Just recently Facebook and Apple offered
$20,000 to female workers to freeze eggs.
Traditional Net Gen
Comprehensive health, dental, and
vision covering the basics of life.
Little to no cost out of pocket with low
to medium premiums.
Comprehensive package however they
are now waiting later to have children
and expect cheap single coverage.
Will be accustomed to higher costs and
doing the leg work to find the best
price on procedures.

21. Community and Sustainability
The net generation expects corporations to go above and
beyond to be a good corporate citizen in the community
and world.
Employed adults who take part in
sustainability activity at work

22. Thank You for your attention
This concludes our presentation. We
hope you found the information
informative and welcome any questions
in the online forums