Larry Nash  EY Americas Director of Experienced and Executive Recruiting

Using generational data to inform recruiting and talent management

Advisory | Assurance | Tax Transaction Advisory Services

153 countries

$28.7b revenue (FY15)

230,000 people

Americas 65,000+

EMEIA 102,000+

Asia-Pacific 36,000+

Japan 7,600+

We work globally and inclusively. The changing composition of our teams

means we need to understand what motivates and engages our people.

US demographics

40,148 people in the US

1000+ with disabilities

600+ veterans

67% millennials

45% women

35% minorities

By 2025, 75% of the workforce will be millennial. Gen Z currently represents 25% of the population and

is poised to enter the workforce. Are you ready?

2013

Younger managers rise in the ranks:

management shifts, preferred workplace perks and perceived

generational strengths

2016

Trust in the workplace across

the generations

Generations

1.0 Generations

3.0

2014

Work-life challenges across the generations

Generations

2.0

Gen Z town halls EY’s internal Global People Survey

Generation gap: #TheStruggleIsReal #LOL

• 75% of survey respondents said managing multigenerational teams is a challenge

• Top challenges include different work expectations (77%) and a lack of comfort with younger employees managing older employees (72%)

• Millennials trail Gen X and Baby Boomers for management skills, but by 2020 they will be well-equipped to lead

• Millennials are viewed as best at leveraging social media for business (70%) and being tech savvy (78%)

• Cash is still king among ALL generations

• Baby Boomers are more likely to identify good benefits as the most important perk

• Flexibility is the most important non-cash perk for ALL generations

Management shifts

Generational strengths Preferred workplace perks

Additional observations

Managing work and life is getting harder across the world — younger generations and parents hit the hardest

Workers around the world want the option to work flexibly – without penalty

Global employee retention: why are people quitting their jobs?

1. 3. 2.

Flexibility and ambition go hand-in-hand 75% of millennials want the ability to work flexibly and still be on track for promotion

78% of millennials and 73% of Gen X are part of a dual-career couple, compared to 47% of boomers

38% of US millennials would move to another country with better paid parental leave benefits

3 of the top 6 reasons millennials quit jobs are flexibility related, specifically: ►  Excessive overtime

hours ►  A boss that doesn’t

allow you to work flexibly

►  Existence or perception of a flexibility “stigma”

In the U.S., parents are traveling more for work and are 2x as likely to travel for business as non-parents

Globally, 47% of millennials say hours have increased in the last five years, with managers in Mexico, the US, India and Brazil working the most

1 in 6 US millennials say they have suffered a negative consequence as a result of having a flexible work schedule

Trust in the workplace across generations

Top 5 factors influencing trust •  Delivering on promises•  Equalizing workplace flexibility, including

paid parental leave for women and men•  Fair compensation and benefits•  Communication, collaboration and

transparency•  Providing equal opportunity for pay

and promotion

Other insights about Gen Z and trust in the workplace •  1 in 5 Gen Z respondents and 1 in 10

global respondents report that their parents’ work experience had a “very or somewhat negative” impact on how much they’ll trust future employers.

•  Mothers were the top influencer•  Globally, almost half of Gen Z

respondents want to work for a large business (2,000+ employees)

Gen Z town halls: a closer look at the next generation in the workforce

• Gen Z feels they are more assertive and confident when it comes to work and employment compared to other generations.

• Gen Z has big dreams and wants a career with meaning and purpose.

•  They are concerned about job security but are not driven by money. To them, work is a means of self-fulfillment.

•  They are very concerned about student loan debt.

Why do !you work, !daddy?!

“ ”

Talent management Recruiting process

Turning results into action

Video crowdsourcing

Video job descriptions

Customizable internship

experiences

Video interviewing

Talent communities

Equalizing paid parental

leave

Programs to refinance

student loan debt

Constant, developmentally-focused

feedback

CR sabbaticals

Physical workspaces designed for collaboration

Technology to support flexibility

Support for families with

autistic children

Reimburse-ment for gym

fees and equipment

Talent management Recruiting process

Tips for recruiting Gen Z

Work must have purpose: Know WHY you do what you do

Total Rewards must reflect what this generation values:

Understand that money isn’t always the top driver

Personalization is everything: Offer an abundance of opportunities to customize learning and development, as well as advancement and career experiences

@nashlarrya /nashla