Millennials Working Within Your Organization Part 4: The Future of Millennial Workforce

How to Locate and Attract Millennials As New Employees

Matt MaxwellDirector, Business DevelopmentMatt Maxwell, Director of Business Development, joined Passageways in 2010 through an entrepreneurship program at Purdue University. He has a passion for Business Development and growth. He began in lead generation where he grew sales in and expanded markets. As Director of Business Development he is intensely focused on recruiting and developing the lead generation team. Outside of Passageways he loves judging business plan competitions and working with startups to define new markets.

Millennials Series• Part I How to Recruit Millennials: Where to Find

Them, What They Look Like, What Are They Doing.

• Part II Onboarding: What Millennials Expect

• Part III Retaining Millennials

• Part IV Succession Planning

The Largest Generation in U.S. Labor Force

Millennials:

• Are Young, 18-35• Are Half The Workforce• Marry Late• Nearly $1 Trillion is Buying

Power

Millennial Traits and Observations• Attention Deficit: Squirrely• Seem Lazy Entitled • Open minded• Collaborative • Empowered• Desensitized: They’ll Cut Through The Clutter• Call You By your First Name

Millennials Expectations For Job Tenure

Companies They Aspire To Work For

Where Are They? On the Web.

• On their phones• Social creatures

• Twitter• Snap chat• Facebook• Instagram• Pinterest

How Millennials Spend Their Time

Join Us Next Month: Millennials Series

• Part I How to Recruit Millennials: Where to Find Them, What They Look Like, What Are They Doing.

• Part II Onboarding: What Millennials Expect May 10th at 2:00 ET

• Part III Retaining Millennials

• Part IV Succession Planning

Part 2: How to Set Expectations and Onboard Your Millennial Workforce

Millennials Series• Part I How to Recruit Millennials: Where to Find

Them, What They Look Like, What Are They Doing.

• Part II Onboarding: What Millennials Expect

• Part III Retaining Millennials

• Part IV Succession Planning

The Largest Generation in U.S. Labor Force

Millennials:

• Are Young, 18-35• Are Half The Workforce• Marry Late• Nearly $1 Trillion is Buying

Power

Millennial Traits and Observations

• Attention Deficit: Squirrely• Seem Lazy Entitled • Open minded• Collaborative • Empowered• Desensitized: They’ll Cut Through The Clutter• Call You By your First Name

How They Are Perceived

What They Are Looking For

Traditional Interview Questions

1. How would you describe yourself?2. Why should I hire you?3. What makes you qualified for this

position?4. What qualifications do you have that

make you successful in this career?5. What are the attributes of a good

leader?6. What specific goals other than those

related to your occupation, have you established for yourself for the next ten years?

Traditional Interview Questions6. What are your long range and short

range goals and objectives?7. How do you work under pressure?8. What are the most important rewards

you expect in your career?9. What do you see yourself doing five

years from now? Ten years from now?

Millennials Expectations For Job Tenure

Companies They Aspire To Work For

Screening Tools: Candidate Screening Find the best candidates fast. With the

'traditional' hiring model you have to review many candidates that are not compatible or qualified.

With our modern screening system you will eliminate unqualified candidates without having to manually review their application or resume. The days of reading a hundred resumes or more and hoping you pick the right candidates to interview are over!

How to interview millennials and identify their skill sets

1. What have you done in the past that will help you do this job?

2. Have you ever had to wear a uniform, cover up a tattoo, or work at a time that was difficult for you, like early in the morning or late at night? How did you handle that?

3. Have you ever been passed over for an award or a promotion you thought you were going to get? How did you react?

4. How do you like to receive feedback?5. What kind of relationship do you expect to

have with your boss?Monster.com

How to interview millennials and identify their skill sets

6. Describe a good day in the office. How are you spending your time? Where are you?7. Tell me about a time you had to handle a difficult customer, in person or on the phone.8. What do you read or listen to every day to get the news of the day?9. If we gave you time off to be involved with the community, what would you do?10.What do you want to accomplish with this job? What are your goals?

Monster.com

Dig Deeper

1. Interview for Motivational Fit

2. Gauge Work Ethic

3. Check their references

4. Check social media. Linkedin, even if scarcely populated, should be the first start. Look

at other social media primarily to identify how they handle themselves on the web and

for broader warning signs.

5. Deliver Stellar Coaching

Day#1

1. Make the first day so enticing that they cannot wait to return. They might even

show up early the next day with roommates

2. They want an impact on day one. Let them.

3. Everything else in a Millennials life is interactive, fast-paced, and hands-on…the

orientation better be as well.

4. Never start them on Monday. Current employee energy levels are typically higher

later in the week.

5. Start at 10am. This allows current employees to address urgent items before the

new hires arrive.

Take the Extra Step6. Send a pre-first day email or text to the them highlighting your excitement and what to

expect. This sets up an expectation that they can be reached when necessary.

7. Have preprinted business cards with their name.

8. Ensure all company issued hardware and devices are live and pre-loaded with their

favorite utility applications.

9. Consider a new hire scavenger hunt as a way to get to know the office, people, and

culture.

10.Standardize their orientation process for quality, consistency, and efficiency. Millennials

need and want to know exactly how you want them to perform.

Within 30 days Millennials should havea basic understanding of the following

Culture Values and Vision Roles and Responsibility Communication Promotions and Opportunity Training, Safety and Development Ethics and Accountability Respect and Leadership.

Part 3: growing and retaining your millennial workforce

Millennials Series• Part I How to Recruit Millennials: Where to Find

Them, What They Look Like, What Are They Doing.

• Part II Onboarding: What Millennials Expect

• Part III Retaining Millennials

• Part IV Succession Planning

Matt MaxwellDirector, Business DevelopmentMatt Maxwell, Director of Business Development, joined Passageways in 2010 through an entrepreneurship program at Purdue University. He has a passion for Business Development and growth. He began in lead generation where he grew sales in and expanded markets. As Director of Business Development he is intensely focused on recruiting and developing the lead generation team. Outside of Passageways he loves judging business plan competitions and working with startups to define new markets.

Millennials:

• Are Young, 18-35• Are Half The Workforce• Marry Late• Nearly $1 Trillion is Buying

Power

The Largest Generation in U.S. Labor Force

“Millennials are tech-savvy, but aren't great

team players. Gen X-ers are entrepreneurial-

thinking, but rank low on executive presence.

And last, but not least, Boomers are team

players and loyal, but don't adapt so well.”

Business Insider

How They Are Perceived

Millennials Expectations For Job Tenure

Interview for the “right” fit

• Gauge Work Ethic

• Interview for

Motivational Fit

Millennial Traits and Observations

• Attention Deficit: Squirrely• Seem Lazy / Entitled • Open Minded• Desensitized: They’ll Cut Through The Clutter• Call You By Your First Name

acknowledging millennials weaknesses

acknowledging millennials weaknesses

acknowledging millennials weaknesses

Millennial Traits and Observations

• Collaborative / social interaction• Able to multi-task• Have plenty of energy• Open Minded• Skilled in technology• Very self-confident, high expectations for

themselves

Just The Facts

Let’s Talk About Retention

• Feedback• Motivate• Collaborate• Engage

If You Want Them To Stay

Real-time Feedback

Constant, immediate feedback required. Their parents, teachers and peers have given them instantaneous responses. They send a text to a friend and receive a reply 30 seconds later. Post a witty Facebook status and receive 30 likes in under an hour. Take a picture of the meal they’re eating and they expect people to ask for the recipe. They can’t imagine only receiving feedback once a year at their job – instead they need constant check-ins with their supervisor.

Motivate Employees Through A Recognition Program

Who doesn't appreciate a pat on the back? What better way to foster hard-work and employee engagement than by publically recognizing employees for going above and beyond the call of duty? Recognize employees right within the portal for all to see with this fun and functional tool.

Creating Change and Collaboration

Everything is customized. Gen Y was raised on personalization. They played video games with avatars that were created in their likeness. Pandora knows which music they like and serves up more just like it. Their Facebook ads cater to their hobbies and interests. Which book should they read next? Not to worry, Amazon will tell them what they will enjoy. Everything is a reflection of their individuality. As a result they demand, even in the workplace, to be treated uniquely.

Engage

Cross Functional

Creating ChangePersonification - Give “Life” to

your Portal. Why?

Personification allows end users to relate to the portal and talk

about it.

Identity : The Portal

will be branded to

become immediately

identifiable as your own tool

to improve productivity

andefficiency.

Management BlogThis feature-rich Management Blog

tool offers a new opportunity to

communicate within your

organization. Internal blogs

connect employees to their

employer and leadership and

strengthens cohesiveness around

strategic initiatives and projects.

Comment-enabled posts allow staff

to engage and ask questions from

within your portal.

Millennial Traits and Observations

• Able to multi-task• Have plenty of energy• Open Minded• Collaborative / social interaction• Skilled in technology• Very self-confident, high expectations for

themselves

Continue The Millennial Webinar Series

Register For Part IV: The Future of Your Millennials Workforce: July 14 @ 2:00pm ET

To find out more, visit us at www.Passageways.com

Part 3: growing and retaining your millennial workforce

Millennials Series• Part I How to Recruit Millennials: Where to Find

Them, What They Look Like, What Are They Doing.

• Part II Onboarding: What Millennials Expect

• Part III Growing and Retaining Your Millennial Workforce

• Part IV: The Future of Your Millennial Workforce

Matt MaxwellDirector, Business DevelopmentMatt Maxwell, Director of Business Development, joined Passageways in 2010 through an entrepreneurship program at Purdue University. He has a passion for Business Development and growth. He began in lead generation where he grew sales in and expanded markets. As Director of Business Development he is intensely focused on recruiting and developing the lead generation team. Outside of Passageways he loves judging business plan competitions and working with startups to define new markets.

“Millennials are tech-savvy, but aren't great

team players. Gen X-ers are entrepreneurial-

thinking, but rank low on executive presence.

And last, but not least, Boomers are team

players and loyal, but don't adapt so well.”

Business Insider

The Largest Generation in U.S. Labor Force

Millennials:

• Are Young, 18-35• Are Half The Workforce• Marry Late• Nearly $1 Trillion is Buying

Power

The Numbers

60% says their staff are millennials. 83% says their managers are 0-10% millennials 72% says their universal tellers are 0-20% millennials.

• Succession planning & the ADD generation

• How to prepare millennials for greater responsibility and increased expectations

• Long-term strategies to continue utilizing their talents as they move into management roles

Focus on the community

Build an internal community

User Engagement - Make the Portal (an

everydaytool) exciting, interesting,

and entertaining. Increase overall user

acceptance and reduce the fear of users resisting

change…

Make it fun!

Rely on the MetricsExpect more of an emphasis on metrics and less on face time

"This generation of managers is going to identify metrics that determine whether people are productive…things like key performance indicators will continue to be a movement."

They'll (finally) kill the performance review.

Inability to provide constructive feedback. 

Find A Mentor

Apply it

Focus on the community Build an internal community

In Closing

Why Millennials Will Love You Unlike generations before them, Millennials don't see coaching

and training as a sign of weakness, but rather, a path to greatness. Offering them management training now as an employee benefit will excite them and build loyalty--and, of course, make them better managers when the time comes.

Reference: http://www.inc.com/jt-odonnell/why-you-can-expect-these-4-mistakes-from-millennial-managers.html

Autumn Webinar Series: August, September, October

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