fs - ebook - engaging millenials in the workplace (18872)

ENGAGING MILLENNIALSIN THE WORKPLACE

© 2016 Dwyer Group

Why You Should Hire Them& How to Keep Them

Dwyer Group 1010 N. University Parks Dr. Waco, TX 76707

ARE MILLENNIALS GETTING A BAD REP? With a reputation of being self-entitled, lazy and part of the “all-about-me” generation, it may be difficult for employers to grasp how much they need this group of young professionals. The research is in, and study after study shows the Millennial generation is highly skilled, tech savvy and ready, waiting and eager to marry into your organization, as long as you know how to court them. Millennials, by definition, are the generation born between 1980 and 2004. Psychology Today predicts they are already 75% of today’s workforce throughout the world. These young professionals are highly educated, majorly in debt from student loans, and they want to be leaders—not followers. Despite their self-centered reputation, the latest research shows they are sincerely misunderstood. According to the Human Resource Management Center, 91% of Millennials are registered to vote, 68% active participate in community service, and 53% are politically active. They are more interested in the “big picture” as opposed to hyper focused short term goal setting. They are optimistic and team players.

75%Psychology Today predicts that

of today’s workfoce is occupied by Millennials.


What Millennials Bring to the Table.

• Tech Savvy: These are young people who have grown up with technology, to the point where they’ve never even seen a blackboard/chalkboard. They’ve been on computers since Kindergarten, and receive their daily information from up to 3 devices (smart phone, tablet, laptop). They are connected, and completely comfortable with upgrades and innovative changes to software technology.

• Cost Effective: This is a group of people who place their priorities above money. They look at the overall benefits of a business: work/life balance, involvement in community, work environment and values of employer.

• Team Players: Part of what make Millennials a good add to the workplace is their social strong suits. They prefer working with others versus going it alone.

• Acceptance Seekers: Millennials aim to please and thrive on feedback. They are hungry learners be cause they are continuously adding to their self-development and professional resumes.

• Self-expressive: These young professionals are creative and desire an invitation to contribute to the team and overall goals of the project/company. They are innovative and will think out-of-the-box to find new ways to reach results.

• Aware of competition: Millennials know their peers are lining up at the door. Having grown up around the 2008-2009 recession, they also understand every job position is vulnerable, so are more willing to seek to be optimal performers.

Recruiter.com conducted a survey and compiled a list of Millennial characteristics, and we’ve added why these may be a plus for recruitment:


Self-Selected Descriptors In addition, these 20 and 30-somethings are impressed by experience rather than titles, and want to be mentored and seen for their potential to move up. They see themselves as assets to be included with generally easy-going and likeable traits.

Top 10 Phrases or adjectives that best describe Millennials

Friendly 85%

Thoughtful 73%

Intelligent 80%

Fun-Loving 65%

Creative 62%

Open-Minded 81%

Caring 71%

Responsible 73%

Independent 63%

Curious 59%


Just because the Millennial workforce is the largest employable group since the Baby-boomer generation, doesn’t mean they are an easy “get”, or are easy to keep. The extra work in recruiting them, however, may be worth it once you have them on board. When it comes to the recruitment process, Millennials are interviewing the employer as equally thoroughly as the employer is interviewing them. Although Millennials appreciate a rigorous process, they insist on an innovative approach. In Deloitte’s survey on this generation of workers, they foundthat the hiring process itself is often a key indicator of whether or not the Millennial will follow through the entire hiring process, or become impatient and bail early.

Millennials are now the largest generation in the workforce.

of hiring managers say it’s difficult to find & retain millennials.14% say it is easy, 33% say neither

of Millennials expect to leave their job in three years or less.

of hiring managers prioritize hard skills over personality when hiring.Only 21% say personality, 24% say neither

How to get them

-Bureau of Labor Statistics


TOP PET PEEVES OF MILLENnIALSregarding the hiring process

• Too many automated online applications, care isn¹t taken to dive deeper into the recruit¹s work history/ experience from the onset.

• Not a true interactive experience for the end user/ recruit.

• Process takes too long, and some candidates fear losing out on good opportunities when they are submitting many applications at once - those quicker on the draw have a leg up on the competition.

• Not enough exposure to company culture, or on ensuring the placement would be a good fit for all parties concerned.

• Limited communication/transparency throughout the process.


the challenge

Long gone are the careers of yesteryear with 30 year pensions and 100% certainty of social security. In fact, Millennials have an exit strategy practically in place before they accept a position. They see job opportunities as mere 2-3 year stepping stones to their own personal growth and professional development. That is why it is more important than ever to hone in on their particular skill set to keep them challenged if you want to hold onto them.

< 6 Months

Would Never Leave

Don’t Know

6 Months - 1 Year

> 1 to 2 Years

> 2 to 5 Years

> 5 to 10 Years

> 10 Years

The single largest indicator of how Millennials differ from Baby boomers, or even Gen Xers, is the length of time they see themselves working at a company.

5%

11%

11%

22%

19%

12%

13%8%


All millennials are not created equal With such a large demographic it is easy to come up with general predictable behaviors, however, there are some sub-categories among Millennials that make a difference in what kind of work they are looking for, or more importantly, how long they will stay with one company. For instance, are they married with children? According to Pew Research, Millennials are the least marrying kind. For the 26% who are, however, in addition to the skillset, optimism and education they share with their peers, they bring a desire to commit to a company and stay put.

Millenial (2013)68%

“There is a lot of support for those wishing to take on leadership roles”

(Avg. = 59%)

“My leadershipskills are notbeing fully developed”

(Avg. = 63%)

“Younger employeesare actually

encouraged to aimfor leadership roles.”

(Avg. = 58%)

“I feel that I’m being overlooked for

potential leadership positions.”

(Avg. = 49%)

Plan to Stay in their Job Over 5 YearsPlan to Leave their Job Within 2 Years

68%

54%

42%

52%

71%

52% 57%

The Decline in Marriage Among the Young% Married at age 18 to 32, by Generation

The Importance of LeadershipTraining and Support

Gen X (1997)

Boomer (1980)

Silent (1960)

Source: Data from 1980, 1997, and 2013 are from the March Current Population Survery; 1960 data are from the 1960 Census

PEW RESEARCH CENTER

6548

3626


Forward Motion At first glance, it may seem like Millennials are high-maintenance. A closer look at the research will show that these young people have the makings of ideal employees to move your business forward. They are smart, optimistic and innovative. They have fresh ideas, and most importantly they are natural sharers of information about their lives through social media. If their workplace excites them, they are going to shout it from the rooftops—more like platforms. Word of mouth advertising and testimonials used to be what you might hear at the local barber shop or happy hour hang out. In today’s Millennial culture the reach is far and wide nationally—even globally.

All About YOU Millennials have been part of the workforce long enough now that there is a multitude of data available to better understand their work ethic and general professional make up. What’s important to remember is the reputation of misplaced ambition or a desire to get “all of the credit for minimal work” may have been premature. In fact, these workers may be exactly what your organization needs to raise morale, bring teams together or compete on a technically savvier level. You may just find that the “all-about-me” generation is excited to spread the word “all-about-you.”

What are you waiting for?

fs - ebook - engaging millenials in the workplace (18872)

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