Downloaded 16 times
Uploaded byGloucestershire Professionals
Recruiting millenials
To effectively recruit and retain Millennials, organizations must understand what Millennials value in a workplace. Millennials prioritize career progression, recognition, work-life balance, and financial and personal well-being. They also care about an organization's commitment to corporate social responsibility and positive social impact. To attract Millennials, organizations should develop strong employer branding that appeals to Millennials emotionally, communicate using modern methods like social media and texting, and deliver on promises to manage expectations once Millennials are onboard. Conducting a review of the employee value proposition and incorporating Millennial priorities can help optimize recruiting and retention of Millennial employees.
More Related Content
Similar to Recruiting millenials
More from Gloucestershire Professionals
Recruiting millenials
- 1. Recruiting Millennials Rachel Harber HR& Operations Director
- 2. Agenda • Employee ValueProposition • Baby Boomers / Generation X / Millennials / Generation Z • Generations in the workplace • Millennials in the workplace • Recruiting Millennials • On-boarding & Retention
- 3. Employee Value Proposition EmployeeValue Proposition (EVP) The balance of the rewards and benefits that are received by employees in return for their performance at the workplace. Organisations generally develop an EVP to provide a consistent platform for employer brand communication and experience management.
- 4. Employee Value Proposition “Accordingto Glassdoor, companies with employee engagement programmes achieve a 26% greater year-on- year increase in annual company revenue, compared to those who do not have formal programmes.” “Engaged employees are 87% less likely to look for new jobs” * Statistictaken from Corporate Leadership council Employee Engagement • Engaged Employees make better decisions, because they understand more • Engaged employees are more productive because they like or love what they are doing • Engaged employees innovate more, because they want their organisations to succeed How do we know whether we have a good employee value proposition?
- 5. Employee Value Proposition SicknessAbsence • Highly engaged workforce averaging 2.7 days sick compared to disengaged employees averaging 6.2 days sick per year. • What are your sick days? How much could you save or generate through less absence? Attrition and Retention • Research says workers take 28 weeks to reach optimum productivity • Cost to re-recruit (Recruitment agency fee, internal recruitment activity, Manager’s time interviewing, HR time for Induction, training time)
- 6. Recruitment What does thishave to do with Recruiting Millennials? Attraction and Retention is not ‘one fits all’ To attract the best people to your business you need to know what they expect from a business To retain the best people you must deliver on their expectations
- 7. Recruitment Do expectations varythat much? Your Current Job (or previous if not ‘employed’) Where was it advertised? What attracted you to it? How did you know it was the right organisation for you? Why are you still there? Before we move on – write down some short answers to these questions
- 8. Baby Boomers /Gen X / Millennials / Gen Z Baby Boomers Pre 1963 >54 years Generation X 1964 – 1982 53 years to 35 years Millennials (Gen Y) 1983 – 2000 35 years to 18 years Generation Z Post 2000 < 18 years Which one are you?
- 9. Generations in theWorkplace
- 10. Generations in theWorkplace • Call anytime • In person • Information driven • Two-way communication • Call me only at work • Email preference • No buzz words • Results motivated • IM Chat / Text • Social Media • Informal communication • Recognition motivated Baby Boomers Pre 1963 >54 years Generation X 1964 – 1982 53 years to 35 years Millennials (Gen Y) 1983 – 2000 35 years to 18 years
- 11. Millennials What else doyou need to know about Millennials? • By 2025 they will make up 75% of the global workforce • 70% have ‘friended’ their Manager • 84% say that helping to make a positive difference in the world is more important than professional recognition • 92% believe that business success should be measured by more than profit • 69% believe office attendance is unnecessary on a regular basis • 40% think that blogging about workplace issues is acceptable • 71% do not obey social media policies at work • Over a quarter expect to have six employers or more in their lifetime • 52% state Career Progression as the top priority and attraction factor, competitive salaries second place with 44% • They aren't motivated by the same factors as previous generations, such as a job for life, but instead value a good work life balance and a sense of purpose beyond financial success
- 12. Millennials Easy to readsome stats – what do real ‘Millennials’ say?
- 13. Millennials • IM Chat/ Text • Social Media • Informal communication • Recognition motivated • Make a positive difference, not all about profit - CSR • Work-life balance is important • Happy to be rebellious • They don’t think of a job as long term, more difficult to retain • Career progression is very important • Spend a lot of time on their phone • Not good at budgeting • Branding is very important, will spend more for the right brand • Well-being is important • Retain / Engage / Inspire Millennials (Gen Y) 1983 – 2000 35 years to 18 years What do we know so far?
- 14. Recruiting Millennials • EVP Career progression Recognition Work-life balance Well-being Financial well-being • CSR & Values • Branding – sell the emotion • Find / Apply / Contact / by phone • Social Media • IM / Chat / Text • Informal – apply personal touch • Honest Communications What you offer
- 15. How does thisrelate? Back to my earlier questions Your Current Job (or previous if not ‘employed’) Where was it advertised? What attracted you to it? How did you know it was the right organisation for you? Why are you still there? How close to a Millennial are you?!
- 16. How does thisrelate? Where was it advertised? Newspaper (SNJ) What attracted you to it? Local How did you know it was the right organisation for you? Convinced by Director – young workforce (my age at the time) Why are you still there? Enjoy my job, it’s varied and the team I work with Generation X - Abbe
- 17. How does thisrelate? Millennial - Becky Where was it advertised? Facebook What attracted you to it? Looked like a good company from the website How did you know it was the right organisation for you? Welcoming, relaxed, happy atmosphere Why are you still there? Feel looked after, enjoy working with colleagues, works well with my hobby
- 18. On-boarding & Retention ManageExpectations • No-one is perfect! • Deliver on promises • Communication • Planning • Feedback
- 19. Conclusions Suggested Actions • Reviewyour Employee Value Proposition • Do you have one? • Does it cover the EVP points? Career progression, recognition, W/L balance, well-being • Recognition • Does it cover everyone? • Corporate & Social Responsibility • Do you have a policy? • Do you publicise it? • Branding • Do you have a brand? • Is it attractive to those you want to attract? • Communication • Modern methods that cover all demographics • Maintain it • Manage expectations
- 20.