The document discusses strategies for recruiting and hiring millennials. It recommends developing a pipeline of potential candidates by continuously interviewing people who demonstrate the desired traits and culture fit even if no current openings exist. The document also stresses the importance of onboarding, succession planning, developing an online strategy including social media, and adapting to changes in how different generations communicate and view work.

1. Scott Thompson

2.  Capstone Search Group
• 7 years
 Insurance Recruiter
• Placement of sales professionals and service staff
that surrounds them
 Scott the Insurance Recruiter Blog
• The basics of a job search
• Changes in the hiring process

3.  Navigate the hiring process everyday
• Mistakes made by candidates
• Mistakes made by companies
 Changing environment
 Companies need to adapt

4.  25years newspaper to internet
 8% Unemployment
 Recent study
• Projected 15 Million new jobs by 2018 with only 10
Million to fill them
 Replacing the Boomers will be Millenials
• Also called Gen Y
• Different generation different values

5.  Tech Savvy
• Most grew up with a computer
 Connected
• The Facebook Generation
 Spend more time on internet than TV
 Individualistic
• Egocentric – feel that opinions are important

6.  Communication
• People communicate differently
 Smart Phone
 Text
 Email
 Social Networking
 Consumption of Information
• Constant barrage of information
 Values
• Loyal to ideas and themselves
• Watched parents get laid off
• Not to a company

7. 1. Build a Pipeline
2. Develop a College Recruiting Plan
3. Create an Onboarding Plan
4. Have a Succession Plan
5. Build an Online Strategy

8.  Biggest Problem I see
• Companies interview and hire for current openings
• Only think in terms of here and now
 Vicious Cycle
• Opening
• Start process of advertising
• Interview
• Hire
 Lasts 4 – 8 weeks

9.  Need to cut this time in half
 Interview people that will fit future
openings
 Who do you interview?
• Look for the traits that matter
 Culture
 Education
 Experience

10.  If they don’t fit your current need
• Ask for permission to consider for other openings
 Create a file of candidates
 Contact them regularly (once a quarter)
 Shortens the time between the opening and interview
 Keep the flow going!
• Keep a running advertisement
• Create an employee referral program
• Get a recruiter

11.  When I went to college
• College recruiting consisted of big job fairs
 2-3 minute conversations followed by a resume drop
 Received generic company information
• Today – same thing…no resumes
• Great free advertising – not recruiting

12.  Targetcolleges with career services
 Take on interns
 Give out a scholarship
 Reach out over social networking
 Share what they want to know
• What entry level employees do
• What the company values are
• What philanthropic activities the company
participates in

13.  Onboarding – Proactively integrating new
employees
 Almost
50% of new employees last six
months or less
 Cost
of replacing an employee is between
$4K and $25K
 Hiring
process is a courtship that immediately
ends after the hire
• No honeymoon period

14.  Acclimate them to the culture
 Make them feel valued
 Assign a mentor or buddy
• Meet regularly
 Give 1 week, 30, 60, 90 day reviews
• Allows them to ask questions

15.  Must plan for the future
 Hire for five years from now
 New hires should be slotted to fill positions
that aren’t open yet

16.  Identify key employees
• Discuss retirement plans
 Draw a map
 Review current employees
 Look for holes

17.  Facebook, LinkedIn, Twitter
 Is it Valuable?
• Method to communicate
• Expected by Millenials
• Free advertising
• 6 degrees

18.  Difficult to measure value
 Can’t just set it and forget it
 Can’t
copy your other advertisements or
communication – less formal
 Can cause liabilities

19.  Probably the most important
 Extension of your brand
 All employees should be on it
• Full profiles – tangible information
 Post jobs
 Distribute information
• My blog

20.  Your company should have a page
 Should be updated regularly
• Once a week
 Encourage employees to like it
 Share accomplishments, pictures
• Things that make the company real
• People like babies and puppies

21.  Wave of the future
 Cheapest and often most effective for
smaller companies
 All or nothing