Recruiting Millennials

Rachel HarberHR & Operations Director

Agenda

• Employee Value Proposition

• Baby Boomers / Generation X / Millennials / Generation Z

• Generations in the workplace

• Millennials in the workplace

• Recruiting Millennials

• On-boarding & Retention

Employee Value Proposition

Employee Value 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.

Employee Value Proposition

“According to 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” * Statistic taken 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?

Employee Value Proposition

Sickness Absence

• 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)

Recruitment

What does this have 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

Recruitment

Do expectations vary that 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

Baby Boomers / Gen X / Millennials / Gen Z

Baby BoomersPre 1963>54 years

Generation X1964 – 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?

Generations in the Workplace

Generations in the Workplace

• 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 BoomersPre 1963>54 years

Generation X1964 – 1982

53 years to 35 years

Millennials (Gen Y) 1983 – 2000

35 years to 18 years

Millennials

What else do you 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

Millennials

Easy to read some stats – what do real ‘Millennials’ say?

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?

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

How does this relate?

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?!

How does this relate?

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

How does this relate?

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

On-boarding & Retention

Manage Expectations

• No-one is perfect!

• Deliver on promises

• Communication

• Planning

• Feedback

ConclusionsSuggested Actions

• Review your 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

Questions

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