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Presentation from the ERE Expo 2010 Fall in Florida, presented by Kevin Wheeler
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Kevin Wheeler ERE EXPO 2010
Hollywood, Florida
ERE EXPO 2010
• Tell me about trends or issues you see on campus or with new hires.
• What recruiting issues do you have?
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• "Focus, focus, focus" drives us to pay a;en=on to those few things, those cri=cal ini=a=ves, that determine relevance, viability, and success in the future.” SOURCE: Seeing Things Whole by Frances
Hesselbein, Leader to Leader, No. 37 Summer 2005.
The Future: ‐Smaller number of college
students. ‐Increased demand for skilled
and educated workers. ‐Global business opera=ons
requiring a diverse workforce. ‐Different aPtudes about Work.
• Students have many opportunities – in many organizations and in many countries.
• Their attitudes about work are changing and their focus is on doing meaningful work.
• They are attracted to organizations that offer challenges in a fun environment.
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Fewer want to work for you.
Confident & optimistic
Right-sizing their lives Global Mindset
Civic-Minded
– making an impact • Will I be able to work on projects and contribute in a meaningful
way to the organization’s profits? – having responsibility for outcomes
• Will I get recognition or a bonus if I do this job (well) (quickly)? – receiving meaningful & ‘fair’ rewards
• Will I get visibility and credit for the work I have done? – working as part of a team
• Will I be working with others or mostly alone? – growing & learning – not having a career
• What kinds of training and development are available from day one?
• Who will mentor me? • How can I move to another job?
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• Millennial Magnets share five basic best practices: – Personal-Touch recruiting.
– Many of the companies take an extremely active and personal role in the recruitment of young employees. FactSet, a software company based in Connecticut, sends new hires who are college seniors a gift basket and “good-luck” note before they take their finals.
– Work-Life balance. – These companies offer employees flexible schedules . . .
– Group socializing. – Millennial Magnets understand that this generation enjoys working and
socializing in groups.
– Recognition. – The chosen companies know how to motivate Millennials through
positive feedback.
– Casual but professional environment. – Many Millennial Magnet companies are crafting a “Google-style”
corporate environment that is friendly, comfortable, and cutting edge.
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h;p://smartblogs.com/workforce/2010/10/25/five‐best‐prac=ces‐for‐managing‐millennials/
• A Career (at least not a traditional one) • Permanent employment • Status and power • Security and stability
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• Built on non-quantitative criteria and on assumptions: – Certain schools are better than others
because of reputation, alumni and manager opinion.
– Alumni reflect what you want today. – Going to campus is critical. – Most students want to work for your
organization.
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Most programs are B – O – R – I – N – G and INEFFECTIVE for
Gen Y
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• Pick an organization from among you & discuss these: – Who are you focused on getting – skills,
background, interests? Why? – How do you define success? – What competencies or traits do they have in
common? – What turned them on to your organization?
• Define success • Identify “core” desired hire • Focus all messaging around what attracts
and excites them.
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• Spend 2 minutes and write a sentence or two that clearly answers this student question: – “Why my organization? Why should I
consider a position here instead of at competitor #1 or #2?”
• Share your answer with a partner and get their response.
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• Social media & mobile are king in appeal, reach and effectiveness.
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• Reach out to both active and passive students in any school. – Spread a wider and longer net – aggressive marketing and
carefully designed web sites. • Use technology to create interest, excitement and
relationships. – Establish and build personal relationships early in their school
life. • Interview and screen using technology.
– Define jobs by competencies and expected performance. – Use online screening.
• Make the process personal. – Screened candidates get special treatment. – Touch candidates in ways meaningful to them.
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Recognition
Progress
Reward
• So you don’t have to go there, use. . . – Campus ‘talent scouts’ – Employees who are taking classes – Employees who volunteer/teach/tutor – Professors – Students – University relations/research experts
Traditional Innovative Recruiting Mindset
Cand
idat
e Ty
pe
Passive
Active
• Friend’s referral • Placement office • Info sessions • Printed material
• Info Sessions • Videos • Interviews • Tours • Face-to-face
• Chat rooms • Email • Web site • Personalized content • On-line discussions • Social Networks
• Contests • Blog • Surveys • Campus scouts • Focus groups • Web site for other reason
• Chat in small groups and share what you think are innovative, different, exciting ideas for college recruiting.
• Share with us all.
ERE EXPO 2010 27
• Focus information and be precise. Candidates consistently say they dislike vagueness, lack of specific examples.
• Observe what they see and what influences them: Know their filters: – Lifestyle, fairness, opportunity
• Remove all fluff, bureaucratic talking heads and focus presentations on realistic, candid facts.
• Go to where the students are – on-line, gaming, YouTube, Facebook.
• Offer a one year satisfaction guarantee or they get help finding another job.
• Develop a flexible internal transfer process if a new college hire is unhappy – guarantee them a good manager!
The Traditional recruit from a limited number of campuses – Hold information sessions on campus several
times each year. – Interview most students on campus. – Focus is on an active student -ones that
sought them out. – Rely a great deal on career services at the
university. ERE EXPO 2010 31
Recruit from an array of campuses using. . . • Social media • Powerful websites that attract, screen and sell. • Leverage Facebook, Twitter & other virtual tools. • Apply CRM and build communities.
– Provide information all the time – virtually. – Screen and interview using technology. – Find and encourage the passive student.
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Kevin Wheeler
[email protected] www.glresources.com