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#WorkTrends Recap: How to Attract and Retain Millennial Talent

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As more baby boomers retire, the workforce is opening wider to accept the next generation of leadership… the millennials.  It’s predicted that millennials will be three quarters of the workforce by 2025.

There’s a lot of talk about what it takes to attract, fascinate, engage and retain this often times misunderstood generation of workers.

This week on the #WorkTrends show, host Meghan M. Biro and her special guest Alice Liang, head of product at DreamHire.io discussed what employers must provide their employees to most effectively attract and retain this generation of talent.

Alice talked about what experiences have shaped the millennial generation and how businesses need to understand these experience in order to recruit this cohort.

Here are a few other key points that Alice shared with the community:

  • Millennials are very comfortable with #technology and being on social platforms after-hours
  • It is common for millennials to expect their leader or manager to also be a mentor
  • Meaningful work for millennials is starting to mean a career that is a core facet of our identity.

Did you miss the show? You can listen to the #WorkTrends podcast on our BlogTalk Radio channel here:  http://bit.ly/2n955up

You can also check out the highlights of the conversation from our Storify here:

Didn’t make it to this week’s #WorkTrends show? Don’t worry, you can tune in and participate in the podcast and chat with us every Wednesday from 1-2pm ET (10-11am PT).

Remember, the TalentCulture #WorkTrends conversation continues every day across several social media channels. Stay up-to-date by following our #WorkTrends Twitter stream; pop into our LinkedIn group to interact with other members; or check out our Google+ community. Engage with us any time on our social networks, or stay current with trending World of Work topics on our website or through our weekly email newsletter.

 

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#WorkTrends Preview: How to Attract and Retain Millennial

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As more baby boomers retire, the workforce is opening wider to accept the next generation of leadership… the millennials.  It’s predicted that millennials will be three quarters of the workforce by 2025.

There’s a lot of talk about what it takes to attract, fascinate, engage and retain this often times misunderstood generation of workers.

Join guest Alice Liang, head of product at DreamHire, and #WorkTrends host Meghan M. Biro on Wednesday, April 5 at 1pm ET as they discuss and uncover what employers must provide their employees to most effectively attract and retain this generation of talent.

How to Attract and Retain Millennial Talent

#WorkTrends Logo Design

Join Alice and Meghan on our LIVE online podcast Wednesday, Apr 5 — 1 pm ET / 10 am PT.

Immediately following the podcast, the team invites the TalentCulture community over to the #WorkTrends Twitter stream to continue the discussion. We encourage everyone with a Twitter account to participate as we gather for a live chat, focused on these related questions:

Q1: Why is clear and consistent advancement so important to millennial workers? #WorkTrends (Tweet this question) 

Q2: How do millennials define meaningful work? #WorkTrends (Tweet this question) 

Q3: What gives millennials a sense of value in the workplace? #WorkTrends (Tweet this question)

Don’t want to wait until next Wednesday to join the conversation? You don’t have to. I invite you to check out the #WorkTrends Twitter feed, our TalentCulture World of Work Community LinkedIn group, and our TalentCulture G+ community. Share your questions, ideas and opinions with our awesome community any time. See you there!

Join Our Social Community & Stay Up-to-Date!

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Did Millennials Kill the 9-to-5 Workday, or Just Point Out That It’s Dead?

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Millennials have taken the workplace by storm. They’re now the largest generation in the workforce and are tossing the 9-to-5 day, with dedicated cubicles and shared offices, out the window. They have fresh ideas for how, when and where we work, and as the younger Generation Z starts clocking in, organizations that haven’t prioritized flexibility and mobility risk losing out on top tier talent.

But before you ditch workplace traditions for trendy options, stop to consider what this generation actually wants from work.

What millennials want most.

Numerous studies have been conducted over the past few years to determine exactly what young professionals want from their careers. A global PwC survey of 44,000 millennials found they prioritize balance, smart use of technology and opportunities for growth.

Millennials are mostly comfortable with change. If they take a job at one company, and start to feel overworked or undervalued, they’ll just move on to another company. They certainly don’t want to be chained to a desk for 40-plus hours a week.

Millennials are not lazy. In fact, it’s quite the opposite. If they have an employer that enables them to do so, they’ll skillfully blend their work and personal lives to get the balance they’re looking for.

A study by Bentley University found 77 percent of millennials feel a flexible work schedule feel a flexible work schedule allows them to be more productive. Furthermore, 84 percent are “always connected” and continue to check their work email after hours. Dropping the 9-to-5 workday seems risky, but in reality it allows these workers to contribute more, more efficiently.

Millennials want flexible work options, but they don’t want to compromise the quality of their work. They shouldn’t have to. They want (and expect) companies to leverage available technology. With business-friendly chat and social tools, collaborative platforms and e-learning programs, there are many ways to use technology effectively, whether for remote work or to enrich skills in the workplace.

Just because millennials will job hop rather than stay where they’re unhappy doesn’t mean they’re disloyal. It’s more accurate to describe them as ambitious. Eighty percent of millennials believe they’ll only work for three or four companies throughout their careers, and 36 percent think they’ll stick with their current employers for three to five years.

Millennials want opportunities to grow and explore their skill sets.

Give ‘em what they want: flexible work.

So how can businesses tap into what this generation wants and keep them interested in their careers? Encouraging a culture that embraces flexible schedules and mobile work environments is the best place to start. As a business owner, think about how you can offer more flexibility in your workplace.

  • What duties or roles can be performed online or remotely, either on a full or part-time basis? Some typical examples include writing and research, marketing, sales and development.
  • How will different teams communicate effectively? Explore collaborative platforms designed for creative roles, or perhaps a solution that combines file sharing and workplace communication (like Dropbox or Google Messenger).
  • If you can’t provide a fully remote-based work schedule, maybe you can offer a few hours of flex time or one day each week where people have the option to work from home.

Then give ‘em what they need: room to grow.

Successful organizations will look for ways to enrich their employees’ work lives. Millennials want room to expand their skill sets, and they want to be acknowledged for a job well done. With the explosion of online learning tools, mastering a new skill or task has never been easier.

If your organization can offer amenities like advanced training, remote or flexible work schedules, the latest and greatest when it come stop technology, and some regular encouragement and appreciation, this generation is much more likely to stay with your company for the long haul.

I think it’s good that we’re redesigning the concept of the 9-to-5 workday. Technology allows us to work where we want when we want. For progressive organizations, it makes sense to harness that potential.

A version of this post was first published on entrepreneur.com.

 

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#TChat Recap: How To Recognize And Stop Workplace Bullying And Harassment

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This week we talked about how to recognize and stop workplace bullying and harassment.

You may have read the Amazon news recently about their toxic workplace culture. While not new news, the unfortunate fact is there are too many other “bullying” and undermining cultures in business today.

Like pollution, workplace bullying and harassment does not usually kill you right away, but an enormous amount of misery is caused — and time wasted — because of unkind words and behavior that cause hurt feelings that take a toll on workplace productivity and relative happiness.

All of us can take leadership roles in helping prevent and stop harmful behavior by example, create clear boundaries about what is and is not acceptable, and a plan for upholding these boundaries

What’s Up Next? #TChat returns Wednesday, Sept 2nd: #TChat Radio Kicks Off at 1pm ET / 10am PT — Our radio show runs 30 minutes. Usually, our social community joins us on the Twitters as well.

Next topic: #TChat Preview: The Hot HR Technology Trends of 2015 – Wednesday, Sept 2, 2015 — Our halfway point begins with our highly engaging Twitter discussion. We take a social inside look at our weekly topic. Everyone is welcome to share their social insights #TChat.

Join Our Social Community & Stay Up-to-Date! The TalentCulture conversation continues daily. See what’s happening right now on the #TChat Twitter stream in our LinkedIn group, and on our Google+ community. Engage with us anytime on our social networks or stay current with trending World of Work topics through our weekly email newsletter. Signing up is just a click away!

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#TChat Recap: Why Multi-Generational Leadership Activism Is In

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This week we talked about why multi-generational leadership activism is in. We were joined by Jon Mertz, thought leader, author and a Leader to Watch in 2015 by the American Management Association; and Danny Rubin, Millennial communications expert and author.

Regardless of pop culture wisdom, every generation wants to change the world, and millennials are no exception. But every new generation’s flaws are also stereotyped and criticized by the mainstream media, to the point where it’s non-productive.

What if these very criticisms were the foundation for refreshing new leadership? The good news is they can be, if mentored and nurtured accordingly.

In fact, this isn’t the age to just mentor millennials. We can learn better ways to grow our own talent and leadership skills from different generations. Engagement is out. Activism is in.

 

What’s Up Next? #TChat returns Wednesday, Aug 26th: #TChat Radio Kicks Off at 1pm ET / 10am PT — Our radio show runs 30 minutes. Usually, our social community joins us on the Twitters as well.

Next topic: #TChat Preview: How To Recognize And Stop Workplace Bullying And Harassment – Wednesday, Aug 26, 2015 — Our halfway point begins with our highly engaging Twitter discussion. We take a social inside look at our weekly topic. Everyone is welcome to share their social insights #TChat.

Join Our Social Community & Stay Up-to-Date! The TalentCulture conversation continues daily. See what’s happening right now on the #TChat Twitter stream in our LinkedIn group, and on our Google+ community. Engage with us anytime on our social networks or stay current with trending World of Work topics through our weekly email newsletter. Signing up is just a click away!

Passive-Recruiting

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#TChat Recap: How Social Networking And The Job Search Pay Off

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This week we were joined by Robin Schooling, accomplished HR Leader, strategist and advisor; and Cyndy Trivella, Marketing Manager for SmartSearch applicant tracking systems and Events & Accounts Manager at TalentCulture. We discussed ways that social networking and the job search can pay off as well as pitfalls when you don’t mis-manage your social brand.

Developing and presenting your social media persona in a way which grows reach and influence with peers is no easy job. There are no ‘quick fixes’ when it comes to developing your social media brand. There are, however, some proven tactics and philosophies to consider which could help optimize the influence of your social networking efforts and help you develop important new business relationships.

Robin and Cyndy shared insights and methods around how to create personal and corporate brand engagement. Managing your online profile and persona consistently and accurately is where it all starts. Those organizations searching you and your “brand” out and reviewing who you are will be looking for anomalies that don’t add up — and you want to always have everything add up — even if you’re not looking for a job.

 

What’s Up Next? #TChat returns Wednesday, Aug 19th: #TChat Radio Kicks Off at 1pm ET / 10am PT — Our radio show runs 30 minutes. Usually, our social community joins us on the Twitters as well.

Next topic: #TChat Preview: Why Multi-Generational Leadership Activism Is In – Wednesday, Aug 19, 2015 — Our halfway point begins with our highly engaging Twitter discussion. We take a social inside look at our weekly topic. Everyone is welcome to share their social insights #TChat.

Join Our Social Community & Stay Up-to-Date! The TalentCulture conversation continues daily. See what’s happening right now on the #TChat Twitter stream in our LinkedIn group, and on our Google+ community. Engage with us anytime on our social networks or stay current with trending World of Work topics through our weekly email newsletter. Signing up is just a click away!

Passive-Recruiting

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#TChat Recap: How Employers Can Help Bridge The Great Debt Divide

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This week Kevin and I were joined on the TalentCulture #TChat show by Dan Macklin, co-founder and vice president of SoFi, as we discussed how employers can help bridge the great debt divide.

Debt-ridden Millennials represent a big proportion of today’s workforce. In fact, they will soon be the majority. The vast sums of debt hanging around the proverbial necks of the young is like nothing graduates have experienced before. The sad fact is that the economic collapse in 2008 leaves a burden which will be carried by a generation. It will impact Millennials’ paths to secure and happy lives. Employers, however, can help.

The obstacles facing the modern workforce requires innovative solutions. To attract top talent and foster long-term employee engagement, organizations should look at offering access to student loan refinancing programs, more expansive employee benefits, and other assistance which helps employees gain greater economic independence.

Millennials, of course, are not the only financial losers in the today’s workforce. Many Gen Xers and Baby Boomers also feel these financial pains and bear the brunt of lingering student debt.

The need for employers to offer employees assistance with these issues is greater than ever, especially if they hope to recruit and retain key talent, reduce costly turnover and make up the ground they’re losing due to the impact of their student debt and the healthcare reform on their medical benefits.

Did You Miss The Podcast Show? Listen On BlogTalkRadio, iTunes or Stitcher.

 

What’s Up Next? #TChat returns Wednesday, Aug 12th: #TChat Radio Kicks Off at 1pm ET / 10am PT — Our radio show runs 30 minutes. Usually, our social community joins us on the Twitters as well.

Next topic: #TChat Preview: How Social Networking And The Job Search Pay Off – Wednesday, Aug 12, 2015 — Our halfway point begins with our highly engaging Twitter discussion. We take a social inside look at our weekly topic. Everyone is welcome to share their social insights #TChat.

Join Our Social Community & Stay Up-to-Date! The TalentCulture conversation continues daily. See what’s happening right now on the #TChat Twitter stream in our LinkedIn group, and on our Google+ community. Engage with us anytime on our social networks or stay current with trending World of Work topics through our weekly email newsletter. Signing up is just a click away!

Passive-Recruiting

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17 Essential Elements Of A Successful Millennial Recruiting Video

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Cisco predicts that by 2018, 84% of the Internet’s traffic will be video. There is little doubt that we will be consuming and communicating more and more via video in the very near future. Your recruiting efforts should reflect this growing trend.

Finding the right talent today is an ongoing process, especially since 91% of Millennials expect to stay in a job less than 3 years. An effective recruiting video is a must in today’s video-centric and high-flux marketplace.

Zendesk, a software development company, has a recruiting video that is a prime example of what resonates with Millennials. Even though this video was created in 2012, there are many learnings for those on a quest to attract the next generation of great Millennial talent.

[youtube http://www.youtube.com/watch?v=l0uaSU6IVN4]

17 Essential Elements Of A Recruiting Video That Attracts Millennials

  1. Don’t tell, show. Video is the preferred method of consumption for the Millennial generation. Zendesk does a superb job blending visuals with a voiceover to show what it’s like working at Zendesk.
  2. Infuse authenticity. Millennials can spot phonies online or offline in an instant. While watching the Zendesk video, viewers receive a genuine sense that people enjoy working at Zendesk, are able to be themselves at work, and collaborate well with each other. Unlike most recruiting videos, nothing seems forced in this video.
  3. Showcase your growth. Not with boring charts and graphs, but like Zendesk did comparing a picture of the founders vs video of the current cafeteria with all the employees. Millennials are interested in becoming an integral part of something that’s going somewhere.
  4. Expose your culture. Zendesk spent very little time on the actual product/service and all the time exposing their company culture. Millennials will choose culture over anything else.
  5. Flaunt your employees. Millennials want to see who they’d be working alongside. The more diverse and creative the team…the better. Ditch any clip art and stock video and just use your real employees.
  6. Unveil the lifestyle. Millennials often choose a city before they choose a job. Zendesk beautifully showcased the neighborhood of the headquarters including the eateries, coffee shop, and bars their employees visit.
  7. Reveal the office. Highlight the innovate workspaces and work perks (salty licorice, beer, pets at work, etc.).
  8. Depict an actual day. Show what it looks like going to work, whom they are going to meet there, a typical desk (bonus for Zendesk’s standing desks!), the elevator they will use, where they will park, how they will collaborate, and where meetings are held. The easier they can visualize themselves at your organization, the easier their decision.
  9. Show off technology. Millennials desire an innovative environment to quench their tech dependance. In the Zendesk video, many employees can be seen using wifi, flat screens, Macs, iPads, and various smartphones.
  10. Exhibit social perks. Millennials are looking for community as much as they are a job. Zendesk highlighted their community outreach, office basketball games, parties, and company sport teams.
  11. Feature your leaders. Highly visible leaders gives Millennials the impression of a flatter organization, which they prefer. Zendesk took it a step further and included shots of their leader laughing and having a good time.
  12. Get quirky. No Millennial dreams of working for a stuffy organization. Each Zendesk team looking at the camera at the same time and then awkwardly assuming what they were doing, non-judgement victory dances, someone eating salted licorice, desk races, “Zendesk does not hire a$%-holes,” and superman playing soccer are all quirky, Millennial-resonating brilliance.
  13. Make it social. Don’t create a recruiting video and post it solely on your website. Put it on YouTube where people can find it. Remember YouTube is the #2 search engine.
  14. Short video. Our attention spans have shortened since 2012. Create a 1-1:30 minute recruiting intro video and then serve up other longer videos (if necessary) for those interested in learning more about your organization.
  15. Compelling music. Your video’s music can make or break the video. Music can demonstrate your relevance, innovation, and the pace of your organization.
  16. Visible call to action. Zendesk unfortunately buried it’s zendesk.com/careers link in the “About” section of the video. Make your call to action clear and visible.
  17. Emphasize teamwork. Millennials value team collaboration. The fact that Zendesk highlighted every employee in the video gives viewers the sense that each employee is valued. (Of course, this might not be viable for larger organizations but it’s something to strive for and emphasize nonetheless.)

Question: What other aspects have been effective in your Millennial recruiting efforts?

About the Author: Ryan Jenkins is an internationally recognized Millennial keynote speaker and author. He helps organizations and leaders gain clarity around the Millennial generation so that they can effectively lead, communicate, and brand in tomorrow’s multi-generational marketplace.

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