Recruiting Millennials in Government [Webcast]
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Imagine that the retirement wave that everyone’s been talking about finally hits. Is your government agency prepared? Do you have enough emerging leaders ready to fill the ranks? If you answered, no, you’re not alone. Only 16.9% of the government workforce is under 34 years old, the age generally considered for the oldest Millennial. In this presentation, you'll learn: • Proven recruitment and retention strategies for the “next generation” of government leaders. • Ways to increase employee engagement and begin succession planning • Where and how do I get started? To hear more from some of the most innovative minds in Talent Acquisition, check out LinkedIn's Talent Connect conference: http://bit.ly/29WgLsj
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Recruiting Millennials in Government [Webcast]
- 1. Recruiting Millennials in Government Virginia Hill, MSW Manager, Center for Government Leadership, Partnership for Public Service & Past President of Young Government Leaders (YGL)
- 3. Generations in the Workforce • 72% of the current workforce is older than 40+ years old. • In FY15, those under 30 made up ~19% of “quits” and 25% of “hires.” Source: FedScope (OPM) Employees under 30 Under 30 30-39 40+ Hires Under 30 30+ Quits Under 30 30+
- 4. Setting the Context • …More than a third of career federal employees eligible for retirement by September 2017 • ….41% report that their work unit lacked the ability to recruit people with the right skills • …millennials will make up 50% of the workforce by 2018 • …50% of millennials state they would accept a 15% pay cut to work for a organization with great values Source: FedScope (OPM)
- 5. What do Millennials bring? • Creative, collaborative thinking • Entrepreneurial spirit • Altruism • “Digital Natives” • Diversity of experience
- 6. Possible Criticisms of Millennials • Entitled • Need for instant gratification • Need for constant praise/recognition/acknowledgement • Always on electronic devices • Inexperienced Good managers will acknowledge characteristics of those they manage, coach employee on how to succeed, and manage around any serious issues.
- 7. Retention?
- 8. Engagement & Retention • Redefine “retention” • Meaningful work is paramount • Creative ways to “pay your dues” • Explore, innovate, create • #1 for retention: Professional development!
- 9. We asked YGL Members…
- 10. Now what? • Mentor a Millennial! • Manage and adapt • Join YGL, GovLoop and other networking communities • What else? • Add your ideas to the chat/Q&A box and we’ll capture your responses! Find out more and join at www.younggov.org
- 11. Additional Resources To learn more: lnkd.in/learningcenter For help or support: lnkd.in/helpcenter More info: business.linkedin.com/talent-solutions
Editor's Notes
- Introduce myself ICEBREAKER: What’s one thing you appreciate about your Millennial employees? What’s one thing your Millennial employee(s) could improve upon?
- Millennials are typically thought of as those born ~1982 and before, making the oldest Millennials 33 right now. Most data on young people broken out by those under 30. Those under 30 make up only 6.4% of the workforce. If you add in “older” Millennials (up to age 34), they make up 16.9% total. Back in 1975, more than 20% of the federal workforce was under 30. So this is not always a problem for federal government. So clearly, we need to have our eye on the short and long-term succession planning needs of agencies.
- Individuals younger than 30 years of age make up 23 percent of the U.S. workforce, but account for only 7 percent of permanent, full-time federal employees.
- Let’s start with the “why.” Why should we recruit millennials into government. Here are a few attributes of millennials that can be an asset to your workplace. Also, let’s not forget that intuitively, we want the gov workforce to be representative of the population! We bring fresh ideas and creativity: When you diversify your team, you increase its productivity and ability to innovate. When resources are scarce, we are forced to be creative. So we NEED creative people right now. We have a naturally collaborative spirit: Grew up with social media Not fans of hierarchy or silos (Example that you can now IM your Executive Officer) We are committed to public service and making an impact: Many are inclined towards altruistic professions. Gov’t needs to leverage this by promoting the good work done by Feds and telling candidates their role in the mission before/after they’re hired. We are already leading! Xers in middle management positions, Millennials getting their promotions to 12/13 Millennials leading committees and projects, even grassroots organizing at agency level (e.g. HUD Under 5, Commerce NextGen)
- And, of course, no generation is perfect. I want to acknowledge some of the common critiques of this generation. CLICK- None of these issues are insurmountable. Think of it this way, no matter what generation an employee is from, good managers acknowledge the positive and negative in their employees, coach them how to succeed, and manage around any serious issues. Also, think of it this way, when Millennials are in their 40s and hiring the younger generations, they’ll probably complain about them too
- Speaking of criticisms, we often hear that it’s hard to hang on to Millennials. They leave after 1-3 years! Here is a partial explanation from HBR.
- Meaningful work is the most important Connect work to the mission, give the “why” Thank and appreciate first, critique second (Millennials may forget to do this) Offer on-the-job training, details, rotations, mentorship, formal training, or whatever is meaningful to employee Make them feel welcome and connected Create a community or connect them with existing groups “Pay your dues” won’t go over well. Allow millennials to explore and create. Pathways Programs allow Millennials to explore. Professional development- doesn’t have to cost a lot. Details, shadowing, mentor(s), keeping an eye on what they’re interested in and opening doors