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Nick Seger, Vice President of OperationsJenna Hladik, Marketing Manager—Workforce Intelligence
THE MILLENNIALS ARE HERE
Proprietary and Confidential
GOTTA LOVE MILLENNIALS!
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“What worries parents, teachers and employers is the latest
crop of adults want to POSTPONE GROWING UP. Companies are discovering to win the best talent they must get
a young workforce that is considered OVERLY SENSITIVE at best and LAZY at worst. They would rather hike in the Himalayas then climb a corporate ladder. They have
TROUBLE MAKING DECISIONS. A reluctance to
embrace the DYING WORK ETHIC of the former
generation left this generation sounding like WHINERS.”
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GENERATIONAL BREAKDOWN
40% of employers
offered pensions
Parents endured the
Great Depression
20% of employers
offered pensions
Latch Key kids Success
displayed with leisure time
Grew up with technology
Always have a coach
Good economic times
“Me” as the scarce resource
Helicopter parents
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29% of workforce
34% of workforce
The first “Me Generation”
Working to live
Average job tenure:
2 years
Work-life balance
1946-1964BABY BOOMERS
1965-1980GENERATION X
1981-1998MILLENNIALS
Lived to work
75% of workforce by
2025
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WHAT DO MILLENNIALS NEED?
RELATIONSHIPS
COMPELLINGSTORY
TECHNOLOGY
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CLEAR & REALISTIC
EXPECTATIONS
ADVANCEMENTOPPORTUNITIES
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THE HEAD VS. THE HEART
Attraction
RetentionCapturing MILLENNIALS’ HEARTS
TURNING MILLENNIALS’ HEADSData suggests this is challenging in the current labor market. Misperceptions often exist.
This isn’t an easy task, but it’s the best, most cost effective solution – particularly if you understand where and why you are losing talent.
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THE HEAD VS. THE HEART
Attraction
GET THEM INTERESTED, AND GET THEM TO APPLY
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TURNING MILLENNIALS’ HEADS
ATTRACTING MILLENNIALS
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COMPELLING STORY / BRANDING
TECHNOLOGY
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COMPELLING STORY / BRANDING
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• MILLENNIALS want to be part of SOMETHING BIGGER
• Millennials want to know WHO THEY’RE WORKING FOR
• You only have a FEW SECONDS to grab attention
YOUR INDUSTRY YOUR COMPANY YOUR JOB
COMPELLING STORY / BRANDING: YOUR INDUSTRY + COMPANY
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• Understand mainstream PERCEPTIONS
– Are you known? Unknown?
– Popular? Unpopular?
• Create an EMPLOYER BRAND
• BROAD ONLINE PRESENCE (website, career boards, social media)
• Give regular transparency tours
• CREATE and SHARE videos of your workplace
• Take a cue from MANUFACTURING DAY
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COMPELLING STORY / BRANDING: YOUR JOB
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• Showcase your INDUSTRY and EMPLOYER BRAND
• POST JOBS EVERYWHERE (website, career boards, social media)
• DRAW VIEWERS IN with videos of your workplace
• Give ‘em what they want …
COMPELLING STORY / BRANDING: YOUR JOB
1425%
27%
31%
35%
39%
40%
46%
61%
74%
NUMBER OF APPLICANTS
TEAM STRUCTURE/ROLE HIERARCHY
PHOTOS/VIDEOS
WORK/LIFE BALANCE
WORK FROM HOME OPTIONS
CONTACT INFO OF HIRING MGR.
RATINGS
BENEFITS
SALARY
ITEMS JOB SEEKERS LOOK FOR IN A JOB POST
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TECHNOLOGY
of all applicants finish
the application
of all applicants drop off after completing the first page
of all applicants have dropped off within 5 minutes of starting the application
of drop‐offs occur on the last page where we request
sensitive information
• Must have a MOBILE-OPTIMIZED website
• Should have mobile-optimized job application
• Keep your application SHORT (unless you’re paying a lot!)
• Understand DROP OFF POINTS and recognize pages
Our application data show…
THE HEAD VS. THE HEART
Retention
Capturing MILLENNIALS’ HEARTSWHEN THEY LEAVE, WHY THEY LEAVE, AND HOW TO STOP THEM IN THEIR TRACKS
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RETAINING MILLENNIALS
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SET REALISTIC EXPECTATIONS
FOSTER RELATIONSHIPS
OFFER ADVANCEMENT OPPORTUNITIES
REASONS FOR TURNOVER
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Voluntary
Involuntary
Reasons for Voluntary Turnover(all generations)
Turnover by Generation
Practical
Emotional
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MILLENNIAL TRENDS
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Quits for Better JobsQuits for Work Environment
Terminations for AttitudeTerminations for Job Performance
Terminations for Job AbandonmentTerminations for Attendance
Quits for Shift Times
LESS
MORE
SET REALISTIC EXPECTATIONS
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• GOAL:– Combat attendance issues
– Prepare workers for the environment
• Achieve this through– Transparency tours before hire
– Onboarding AND training practices
– Positive reinforcement for desired behavior
– Flexibility: shift swap or self-scheduling
All Environment Factors
Shift Times
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FOSTER RELATIONSHIPS
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• GOAL:– Reduce job abandonment
– Keep morale high
• Achieve this through– Formal and informal mentoring/sponsorship
programs
– Supervisory training programs
OFFER ADVANCEMENT OPPORTUNITIES
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• GOAL:– Retain workers in all generations
– Be the “better opportunity”
– Combat complacency/poor performance
• Achieve this through– Progressive pay
– Formalized training or certification programs
– Progression program
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THE ARGUMENT FOR PROGRESSIVE PAY
Wage increase 2% above COLA
Wage increase equal to COLA
No wage increase
No wage increase
4-7% annual wage increase
Employee Departures by Annualized Wage Increase
(Sum of Losses Every 6 Months)Effective Buying Power of
$10.50 Hourly Wage
YOU DON’T HAVE TO BOIL THE OCEAN!
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Staffing Skilled Trades Professional Business Resources
NICK SEGERVice President of Operations(e) [email protected](t) 812-657-0400
JENNA HLADIKMarketing Manager—Workforce Intelligence(e) [email protected](m) 812-343-3096
