This document provides information and strategies for recruiting and retaining young talent, known as Generation X and Generation Y. It discusses the demographics of different generations currently in the workforce and why younger workers should be targeted. Recommendations are made for where and how to recruit these younger workers, including through company websites, colleges, social media, and referrals. Suggested benefits and work environments that appeal to Gen X and Y are also outlined, such as flexible hours, telecommuting, and work-life balance. The document concludes by emphasizing the importance of understanding younger generations for both employers and older workers.

1. How to Catch A
Rising Star
Recruiting and Retaining
Young Talent
Eve Sweeting

2. Outline
• Demographics
• Why Recruit the New Kids on the
Block?
• Where and How to Recruit Younger
Workers
• Benefits that X’ers and Y’ers Want
• Resources to Learn More

3. Demographics

4. Generations Now in the Workplace
% in Workforce • Traditionalists
• Ages 64 and Over
15%
• 58 million
10% Traditionalists
• Baby Boomers
Baby • Ages 45 to 63
Boomers • 78 Million
29% Gen X • Generation X
• Ages 33 to 44
Gen Y • 48 million
46% • Generation Y
• Ages 15 to 32
• 80 million

5. Generational Uniqueness
Resource: Pew Research Foundation

6. Who are the Millennials?
• 21% are married (half
the % of their parents
generation)
• 34% are parents
• Unlikely to be better
off financially than
their parents (first
generation in a century)
• 37% underemployed,
18.8% unemployed

7. Comparison of Gen X & Gen Y
Gen X Gen Y
• Worried about • Worried about
– Money/finances: 27% – Money/finances: 30%
– Career/job: 6% – Career/job: 16%
– Family: 13% – Family: 7%
• Social Media Use: 50% • Social Media Use: 75%
• Sleep with their cell • Sleep with their cell
phone: 68% phone: 83%
• Have a tattoo: 40% • Have a tattoo: 36%
• Read the paper: 32% • Read the paper: 23%

8. Why Recruit Gen X & Y
• Well- Educated – 40% of 18-24 in college,
another 40% want to return to school
• Accustomed to diversity/integration
• Different thinkers
• Multi-taskers
• Tech savvy
• Driven by excellence
• Focused on results
• Though Gen Y is larger than Gen X, there is still
expected to be a labor shortage in the next 25
years. (FutureWork Institute)

9. Job Postings
• Market your company like you market your
product
• Provide information about your company
culture and work environment
• ¾ of younger workers look at Company
websites to learn about prospective employers
• Focus on leadership positions and job growth,
benefits that younger workers want

10. Where to Recruit: Company Website
• Make your recruiting site interesting
• Make it easy to understand
– Hiring process
– Company values are
– Potential career paths
• Make it relevant
– Use real employees to
tell your story

12. Where to Recruit: Colleges
• Florida Agricultural and Mechanical University (Tallahassee)
• Florida Atlantic University (Boca Raton)
• Florida Gulf Coast University (Ft. Myers)
• Florida International University (Miami)
• Florida State University (Tallahassee)
• New College of Florida (Sarasota)
• University of Central Florida (Orlando)
• University of Florida (Gainesville)
• University of North Florida (Jacksonville)
• University of South Florida (Tampa)
• University of West Florida (Pensacola)

13. How to Recruit: Colleges
• Use your current young employees to
recruit new young employees.
“Millennials are particularly peer
influenced.” – Lisa Feldman, UC Berkeley’s
Hass School of Business
• Use videos or other media that show
what life at your company is like:
Google Recruitment Video

14. Where to Recruit: Social Media
Nearly ¼ of younger job searchers use
social networking sites when looking for
employment.
• TwitHire.com
• JobShouts.com
• Facebook

18. How to Recruit: Social Media
• Highlight current employee achievements
• Promote job fairs
• Promote specific job openings
• Post on a specific job board on Facebook
• Employment Network in Sarasota,FL has over
1,200 followers
• Employment Network in Port Charlotte/Punta
Gorda is growing with almost 300 followers
• Suncoast Workforce

19. Where to Recruit: Referrals
If you are looking for young professionals, the
best place to start is with the YP’s currently
working for you.
• Offer incentives for referrals
• Do have a group membership to the local
Young Professionals Group (YPG)
• Send your young professionals to local YPG
meetings to recruit
• Post job opportunities on the YPG website
• Become a sponsor of the local YPG

21. Retaining Young Talent: Benefits
Top Ranked Benefits Top Job Considerations
Benefit Score Consideration Score
Salary 9.05
Vacation/PTO 8.82
Benefits 8.86
Flex Hours/ 8.06
Telecommuting Growth 8.74
Opportunities
Profit-sharing 7.52
Location 8.44
Subsidized 7.51
education Company 7.95
Mentoring 6.41 Leadership
Programs
Source: Robert Half International, What Millenials Want, 2007

22. Retaining Young Talent: Work Environment
• Casual
– Peer to Peer
– Access up the Organizational Chart
• Fast-paced
– Do not want to spend Time paying dues
• Flexible hours
• Telecommuting Options
• Supportive/Mentoring
• Community/Purpose Driven

23. Retaining Young Talent: Work Environment
Quality Ranking
Dress Code
Manager I respect 8.74
4%
Business
People I enjoy 8.69 Casual
26% Jeans
41%
Work/Life Balance 8.63
A Mixture
Socially 7.42
Responsible Business
27%
Company Attire
Nice Office Space 7.14

24. Retaining Young Talent: Work/Life Balance
• Children of workaholic
parents who want a
balance
• Will check in frequently
through tech devices
• Want to work smarter
– Get things done quickly
– Use connections
– Quickly research
information

25. Retaining Young Talent: Affinity Groups
• 40% of the DiversityInc Top 50 companies
have generational affinity groups; 88% use
employee resource groups for recruiting
• Allstate Insurance Co. has a young
professional organization with 600-700
employees
• Gen Y likes networking with people their own
age. Growing up with social networking has
encouraged this feeling of community.

26. Retaining Young Talent:
Motivating & Recognizing
Motivation
• Personal fulfillment opportunities
• Career planning guidance
• Importance in the organization (not job position)
Recognition
• Continual feedback
• Praise when deserved
• Rewards in the form of time off or other benefits

27. Recap
• 48 Million Gen X’ers & 80 Million Gen
Y’ers
• Untraditional Recruiting Techniques
• Facebook, YouTube, TwitHire
• Untraditional benefits
• Telecommuting, Mentoring,
Affinity Groups, Personal Fulfillment
Opportunities
• Lead to an untraditional workforce

28. Resources
• The Pew Research Center
• www.pewresearch.org
• Robert Half International/Yahoo Hot
Jobs Study
• What Millennial Workers Want: How to
Attract & Retain Gen Y Employees
• Diversity Inc. Magazine & Website

29. Questions?
“Understanding Generation Y is important
not just for employers. Older workers--that
is, anyone over 30--need to know how to
adapt to the values and demands of their
newest colleagues. Before too long, they'll
be the bosses.”
Read more: What Gen Y Really Wants
TIME Magazine July 5, 2007