MILLENNIALS, THE FUTURE OF RECRUITING. Learn to Better Attract, Recruit, Onboard and Retain Millennial Talent

PRESENTED BY:

Jim LanzalottoSVP Staffing and HealthcareMonster Worldwide

@JimLanzalotto

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Jim Lanzalotto is an award-winning sales and marketing leader with 25+ years of direct, leading-edge experience with some of America's highest-impact B2B brands in staffing, health care, B2B services and technology markets. Jim is a charter member of the Staffing 100, the ranking of the most influential people in the industry, according to Staffing Industry Analysts.

Jim is currently Senior Vice President of the Staffing and Health Care units at Monster Worldwide. In this role, he leads a team of 125+ field and inside sales professionals to help the company build on its position as the global leader in recruitment and talent management services and technology solutions.

Before joining Monster, Jim was Founder & CEO of Scanlon.Louis, a boutique strategy firm that worked with staffing and health care firms to outsource research, strategy, marketing and sales programs to grow their businesses. In his role at Scanlon.Louis, Jim worked with dozens of staffing firms from start-ups to the largest players in the industry. In 2012, Scanlon.Louis was named to the Philadelphia 100 – a ranking of the fastest-growing firms in the region. Before starting Scanlon.Louis, Jim held strategy or marketing leadership roles at Day & Zimmermann, Rosenbluth, Conrail and Dun & Bradstreet.

About Jim Lanzalotto

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• Introduction to Millennials

• Millennials in the workforce

• The average Millennial

• What motivates Millennialsat work

• How to retain Millennials as an employer

• How Monster is helping Millennials to find better

Agenda

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Millennials have power in numbers

Source: Bureau of Labor Statistics Employment Projections

31%

21%

45%

Baby Boomers

Generation X

Millennials

2015

Generations in the workplace

38%

22%

36%

Baby Boomers

Generation X

Millennials

2010

45%

23%

25%

Baby Boomers

Generation X

Millennials

2005

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In 2016, Millennialsare aged 18 to 341

There are approx.92 million millennials

in the US currently2

By 2020, Millennials willmake up nearly 50%

of the workforce3

Who areMillennialsand whyshould youcare?

1http://www.pewsocialtrends.org/2014/03/07/millennials-in-adulthood; 2 US Census Bureau3https://www.pwc.com/en_M1/m1/services/consulting/documents/millennials-at-work.pdf

Millennials have come of age during a time oftechnological change, globalization and economic disruption. That’s given them a different set of behaviors and experiences

than other generations

Millennials have been slower to marry andmove out on their own

2010: 29.9% of 18-34 year olds lived with their parents

2014: 42.8% of men aged 18-34 lived at home**

2014: 36.4% of women aged 18-34 lived at home, returning to it’s 1940 level*

Source: http://www.goldmansachs.com/our-thinking/pages/millennials/?t=t**http://www.pewresearch.org/fact-tank/2015/11/11/record-share-of-young-women-are-living-with-their-parents-relatives/

Millennials have shown different attitudesto ownership that have helped spawnwhat’s being called a “sharing economy”

• 30% of Millennials do not intend on purchasing

a car in the near future

Millennials are also the first generation of digital natives

38% of millennials watch TV online regularly

• Their affinity for technology helps shape how they shop

• 34% of millennials like brands more, when that brand usessocial media

• They are used to instant access to price comparisons, productinformation and peer reviews

Millennials are dedicated to wellness, devoting time and money to exercising and eating right. Their activelifestyles Influences trends in everything from food and drink to fashion

• Millennials spend in athletic apparel and footwear increased 12% in 2013 while their consumption in other areas has dropped

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They are the most ethnically diverse generation2

Overview of Millennials

1Brookings.edu “How Millennials Could Upend Wall Street and Corporate America” May 2014; 2Millennials come of age, Experian Marketing Services, 2014; 3http://www.businessinsider.com/what-you-should-know-about-millennials-at-work-2014-11

Other3%

Asian7%Black13%

Hispanic 22%

White 55%

Millennials

Other3%

Asian7%

Black12%

Hispanic 18%

White 61%

Generation XOther

1%

Asian4%

Black12%

Hispanic 10%

White 73%

Baby Boomers

Are the most educated generation, with 79% holding a bachelor’s degree.3

101http://www.huffingtonpost.com/2014/03/11/millennials-marriage-age_n_4944558.html; 2http://adage.com/article/news/millennials/244523/; 3http://danschawbel.com/blog/74-of-the-most-interesting-facts-about-the-millennial-generation/; 4http://www.nbcnews.com/tech/internet/research-confirms-millennials-love-selfies-n47221

Only 26%are currently

married.1

40%of millennials,

ages 25 to 34 are already parents.2

81%have donatedmoney, goodsor services.3

More than halfof all millennials

have shared a selfie on social

media.4

65%of millennials

say losing their phone or

computer would have a greater

negative impact in their daily routine than

losing their car.5

FUN FACTS

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The Average Millennial

1http://www.entrepreneur.com/article/238294

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Millennials in the Workforce

Source: http://www.elance-odesk.com/millennial-majority-workforce

72%

90%

M

H

Open to Change

66%

87%

M

H

Creative

60%

86%

M

H

Adaptable

75%

80%

M

H

Narcissistic

Qualities seen as more prevalent in Millennials.

65%

73%

M

H

Money Driven

50%

70%

M

H

Optimistic

55%

69%

M

H

Entrepreneurial

46%

68%

M

H

Confident

(H) Hiring Managers’ views / (M) Millennials’ views

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Area’s where managers’ views of millennial priorities at work are different than millennials actual priorities.

Priorities at Work

Source: http://www.elance-odesk.com/millennial-majority-workforce

44%

75%

Millennials' actualpriorities

Hiring Managers’ views of Millennials priorities

Earnings Potential

12%

39%

Millennials' actualpriorities

Hiring Managers’ views of Millennials priorities

Co-Workers

24%

30%

Millennials' actualpriorities

Hiring Managers’ views of Millennials priorities

Exciting Work

16%

25%

Millennials' actualpriorities

Hiring Managers’ views of Millennials priorities

Good Mentor/Manager

“Lovingwhat I do”is among the top options forjob desirability, outrankingsalaries and big bonuses.1

14 1http://business.time.com/2012/03/29/millennials-vs-baby-boomers-who-would-you-rather-hire

What MotivatesMillennials

65%

15 2http://www.pwc.com/en_M1/m1/services/consulting/documents/ millennials-at-work.pdf

was the mostinfluential factorin accepting their

current job.2

said the opportunity forpersonal development

16 3Brookings.edu “How Millennials Could Upend Wall Street and Corporate America” May 2014

Almost two thirds of Millennialssaid they would rather make$40K a year at a job they lovethan $100K a year at a job theythink is boring.3

46% express a desire to one day own their

own business2

83% wantJobs where their

creativity is valued1

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81% want more flexible work

schedules1

88% prefer a collaborative work-

culture rather than a competitive one3

WHAT MILLENNIALS WANT

1http://business.time.com/2012/03/29/millennials-vs-baby-boomers-who-would-you-rather-hire; 2Millennials come of age, Experian Marketing Services, 2014; 3http://www.forbes.com/sites/robasghar/2014/01/13/what-millennials-want-in-the-workplace-and-why-you-should-start-giving-it-to-them/

Attractive characteristics of freelance work• Flexible working times: 66%

• Flexible working place: 56%

• The ability to choose what I work on/interesting work: 53%

• Control of my own destiny (being own boss): 44%

• No office politics: 43%

• Control over work load: 43%

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Millennials like the flexibilityand control of independentwork

Source: http://www.elance-odesk.com/millennial-majority-workforce

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expect to stay at a job for less than three years1

Millennial Retention

1http://www.forbes.com/sites/jeannemeister/2012/08/14/job-hopping-is-the-new-normal-for-millennials-three-ways-to-prevent-a-human-resource-nightmare/2http://www.scribd.com/doc/211602632/The-Millennial-Compass-The-Millennial-Generation-In-The-Workplace; 3http://www.pwc.com/en_M1/m1/services/consulting/documents/millennials-at-work.pdf

91%

30%

43%

plan to leave their job in the next year2

said they are open to offers3

Why are Millennialshard to retain?

All signs point to job satisfactionand personal drive

If they don’t see your company providing them with the right tools to get a head start on their successful lives, they’ll leave you for one they believe can

Successful Ways to Help Retain Millennials

Empower and Engage: Give them time to work on personal projectsof their choosing

Give Encouragement, Reinforcement and consistent Real Time Feedback: Supportive and consistent feedback can help fuel motivation to produceresults and your employees will remain determined to succeed

Tap into their need to Grow and Develop: Pair young employees witha senior mentor

Provide an Outstanding Onboarding Experience: Don’t let them get bogged in paperwork. The onboarding process should place a constant emphasis on strong company culture, encouraging millennials to become active members of your team from day one

Successful Ways to Help Retain Millennials

Develop in-Between Steps and Titles: Meet their desire for career progression while also providing additional training and experience

Offer More Flexibility and a Better Work-Life Balance: Offer flexible scheduling, telecommuting options or increased/unlimitedvacation time (as long as performance remains consistent). Millennials alsovalue a clear delineation between work and home life

Take Advantage of their Desire for New Challenges: Make sure to encourage unconventional ideas as well as new initiatives and projects at every turn

Tap into Millennials Passion for Socialization: By playing to your employees’ social strength, you can boost performance and foster engagementat the same time

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Monster is committed to helping Millennialsfind better

Check out one of our latest video’s from our Find Better campaign.

#findbetterhttp://www.monster.com/findbetter

To view more, visit monster.com/findbetter

Questions?

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Ask now, or tweet me

@JimLanzalotto

Thank You

25@JimLanzalotto