Client Training: How to Recruit New Grads and Millennials
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Learn how to attract the top new grads to your organization.
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Client Training: How to Recruit New Grads and Millennials
- 1. #GDCHAT Client Training How to Recruit New Grads and Millennials
- 2. #GDCHAT Webinar Tips for Attendees You can connect to audio using your computer’s microphone and speakers. Or, you may select “Use Telephone” after joining the Webinar. All lines will be muted to avoid background noise. You can ask questions at any time by typing them into the Questions Pane.
- 3. #GDCHAT
- 4. #GDCHAT Featured Speakers Kelly Payne Director of Customer Success at Glassdoor linkedin.com/kellypayne22 | @kelly_payne22 Andy Stemmler Principal at Triage Consulting Group linkedin.com/in/andystemmler | @AndyStemmler
- 5. #GDCHAT agenda Millennials on Glassdoor what new graduates and Millennials want from a job how companies attract top grads land the right grads and lower your cost-per-hire speaker spotlight: Triage Consulting Group Q&A
- 6. #GDCHAT Source: Gallup via Washington Post, May, 2016 U.S. Labor Force by Generation, 1995-2015
- 7. #GDCHAT Source: 1 How Millennials Want to Work and Live, Gallup, May 2016 NACE Survey, 2014 Glassdoor, January 2015
- 8. #GDCHAT agenda Millennials on Glassdoor what new graduates and Millennials want from a job how companies attract top grads land the right grads and lower your cost-per-hire speaker spotlight: Triage Consulting Group Q&A
- 9. #GDCHAT The Columbus Dispatch, Study Conducted by the Intelligence Group, 2014 Deloitte, Millennial Survey, 2016
- 10. #GDCHAT Deloitte, Millennial Survey, 2016 How Millennials Want to Work and Live, Gallup, May 2016
- 11. #GDCHAT Deloitte Millennial Survey, 2016 The way Millennials judge an organization is not dependent on the buzz surrounding it.
- 12. #GDCHAT agenda Millennials on Glassdoor what new graduates and Millennials want from a job how companies attract top grads land the right grads and lower your cost-per-hire speaker spotlight: Triage Consulting Group Q&A
- 13. #GDCHAT Job Description SweetLabs is looking for a talented Senior Software Engineer to join our Seattle development team! SweetLabs has created a unique and powerful distribution channel for apps by offering differentiation and monetization solutions to Android and Windows OEM manufacturers. Our app stores and recommendation systems help great developers get their software discovered by enabling manufacturers to get their share of the app marketplace. Come join us in revolutionizing the way apps are distributed! WHAT YOU’LL DO: We’re scaling up our systems and building a new architecture to accommodate our rapid growth. We have a variety of projects that are large scale and high availability, with lots of analytics, data collection, and manipulation. We don’t make websites. You’ll build server-side solutions and high-performance systems in Linux by collaborating with back-end and middle-tier developers, Systems, and QA. You’ll drive projects from requirements through to production (think estimation, design, development, testing, and release) while providing advice/expertise on optimal design and implementation. WHAT YOU BRING: • Innate curiosity with an insatiable need to learn, grow, and solve abstract and interesting problems • Judgment to make pragmatic design decisions that meet business requirements, but also know when you need to ask for help • Willingness to share and explore with the team to keep the ideas and information flowing
- 14. #GDCHAT agenda Millennials on Glassdoor what new graduates and Millennials want from a job how companies attract top grads land the right grads and lower your cost-per-hire speaker spotlight: Triage Consulting Group Q&A
- 15. #GDCHAT
- 16. #GDCHAT Tell your company story: Glassdoor Survey, 2013 1 2 3 4 Why Work For Us Photos Reviews Become an Open Company
- 17. #GDCHAT
- 18. #GDCHAT
- 19. #GDCHAT agenda Millennials on Glassdoor what new graduates and Millennials want from a job how companies attract top grads land the right grads and lower your cost-per-hire speaker spotlight: Triage Consulting Group Q&A
- 20. #GDCHAT
- 21. #GDCHAT • Career Centers • Interests Groups That Relate to Our Industry • Greek Organizations • Speaking Engagements • Hold Information Sessions • Use Frontline Staff as Recruiters Build Relationships With: Attend Career Fairs:
- 22. #GDCHAT 1 2 3 Gives the intern a dry run working for your company Increases awareness of what it’s like to work for your company Develop skills before you unleash them on the job Great method to recruit and keep your cost-per-hire low.
- 23. #GDCHAT
- 24. #GDCHAT How to engage Millennials: How Millennials Want to Work and Live, Gallup, May 2016 1 2 3 4 Celebrate wins Host volunteer days Host quarterly team off-sites Team Happy Hours
- 25. #GDCHAT Culture and hiring: NACE Survey, 2013 1 2 Hire for a culture fit to maintain the culture we’ve worked hard to build Use it as a recruiting mechanism to draw in candidates
- 26. #GDCHAT 1 2 3 Maintain a fast response rate Have a low time-to-hire — most essential in spring and summer for getting new grads to accept offers Be decisive — don’t lose a good candidate to a competitor
- 27. #GDCHAT agenda Millennials on Glassdoor what new graduates and Millennials want from a job how companies attract top grads land the right grads and lower your cost-per-hire speaker spotlight: Triage Consulting Group Q&A
- 28. #GDCHAT
- 29. #GDCHAT
Notas do Editor
- Sydney Hi everyone. Thanks for joining us for our Client Training today. My name is Sydney Cohen, I’m a Marketing Coordinator here at Glassdoor. On behalf of everyone here, thanks for taking the time to join us as we share some insights on new grad and Millennial hiring
- Sydney Before we begin, I’d like to share a couple tips for attendees. You can connect to audio in two ways: as you see here you can opt to use your computer’s microphone and speakers, or you can select “Use Telephone” and dial in to join the Webinar. We’re going to mute all lines to avoid background noise, but if you have a question please go ahead and type them into the Questions Pane. We’ll be addressing questions at the end of the webinar, so please stick around for that! You will receive a copy of the slides and a recording of today’s webinar, so look out for an email from our marketing team in the next couple of days.
- Sydney Also if you’re on twitter please join the conversation using the hashtag #GDChat and be sure to follow our handle @gdforemployers
- Sydney Now, I’d like to introduce our featured speakers for the day. Andy Stemmler from Triage Consulting Group, a past Best Places to Work winner And our very own, Kelly Payne Director of Customer Success here at Glassdoor If you’d like to connect with our speakers, their contact info is listed here!
- Kelly According to research conducted by Gallup, the number of Millennials in the labor force has surpassed the number of Gen-Xers in the labor force. They are now the most dominant generation in the workforce. This year, Millennials make up 36% of the workforce in the U.S. By 2022, they will make up 46% of the workforce in the U.S. (University of North Carolina, Kenan-Flager Business School and the YEC Survey, 2012) This is why it’s important to prioritize your Millennial recruiting strategy
- Kelly Millennials are the most wired generation, they are the first generation of digital natives the world has ever seen. 71% Millennials use the internet as their primary source for news and information (How Millennials Want to Work and Live, Gallup, May 2016) Millennials also turn to the internet to manage their finances, pay bills, shop online and watch/listen to content (How Millennials Want to Work and Live, Gallup, May 2016) So it stands to reason that Millennials will turn to the internet to make one of the most important decisions they will ever make: Where they will work. 65% of Millennials say they hear about companies through friends or job boards (NACE Survey, 2013) As far as your recruiting strategy on Glassdoor goes, keeping Millennials in mind is critical. More than 1/3 of all Glassdoor users are Millennials (Glassdoor, Jan. 2016) 6.3% are college students and interns looking for entry-level work (Glassdoor, Jan. 2016) Glassdoor is the prefect platform for new grad & millennial hiring Use your analytics! Check your age demographic data to see what age groups your Glassdoor profile is currently attracting.
- Kelly Millennials want to work for an organization with a mission and a purpose. In contrast with the generations that came before them, salary isn’t the top driver for making decisions about employment (Gallup, May 2016) 64% of Millennials would rather make $40k a year at a job they love than $100k a year at a job they think is boring (The Columbus Dispatch, Study Conducted by the Intelligence Group, 2014) Values drive their decisions at work Globally 56% of Millennialls have completely ruled out working for an organization because of it’s values and standard of conduct. (Deloitte. Millennial Survey, 2016) When asked to state the level of influence of different factors have on their decision making at work, personal values ranked first. (Deloitte. Millennial Survey, 2016)
- Kelly More than free lunch and branded backpacks, Millennials want to be taught and have the opportunity for upward mobility. 60% of Millennials consider growth opportunities to be the most attractive work perk. (Glassdoor Survey, 2013) 44% of Millennials who reported having regular meeting with their manager, were also engaged at work. (How Millennials Want to Work and Live, Gallup, May 2016) Millennials also get a reputation for not having as much loyalty to their employers as employees from previous generations. (How Millennials Want to Work and Live, Gallup, May 2016) A lot of this has to do with lack of development opportunities at their jobs. 46% of millennials left their last job because of lack of career growth (Glassdoor Survey, 2013) 71 % of those likely to leave their jobs in the next 2 years are unhappy with how their leadership skills are being developed (Deloitte. Millennial Survey, 2016)
- Millennials care less about the hype or the buzz that surrounds a certain business. Most aren’t impressed by age or scale of a company. When it comes to evaluating businesses and developing a perception of them, millennials take into account what a business actually does and how it treats it’s people. 6 out of 10 use quality of products and satisfaction of employees as references when forming an opinion about an organization (Deloitte. Millennial Survey, 2016) A big name, or exciting job description may entice grads to apply, but it isn’t enough to retain them once they’re hired.
- Kelly This is the generation that put the word ‘selfie’ in the dictionary. Don’t just sell your company, sell what’s in it for the job seeker! This description is from our partner, SweetLabs Use “you” statements in your job descriptions Let new grads know: How they will contribute to their teams, what they will learn, how they will impact the company’s mission, rewarding aspects of the job etc.
- Kelly Don’t over embellish an entry level position. Be truthful about roles and responsibilities within job descriptions, mission and culture. This will pay off in your retention rate later.
- Kelly Be truthful about roles and responsibilities within job descriptions, mission and culture. This will pay off in your retention rate later. Why Work For Us: Be sure your Why Work for Us Section accurately describes your work environment, hint: this will make for better fit candidates applying to your jobs. This gives candidates they may be a poor fit for your company an opportunity to opt out. 75% of new grads look for a culture fit with their employer. (NACE Survey, 2013) 2. Photos: Use real photos of real employees at your company. This not only gives job seekers a more accurate vision of what it’s like to work at your company, but it’s also more interesting! 3. Reviews: 61% of job seekers look for reviews and ratings before making a decision to apply for a job. (Glassdoor U.S. Site Survey, Jan. 2016) If you do have reviews, be sure to respond. If you don’t invite your employees to write reviews. Good times to invite employees to leave reviews are: During onboarding, after promotions, during quarterly reviews, any time you speak to the company as a whole (trainings, announcements, etc.) 4. Become an OpenCompany. In the employer’s center you’ll find the steps you need to become an OpenCompany, make sure you fulfill all of those requirements. This badge on your profile will let job seekers know that you are committed to being a transparent employer.
- Kelly LinkedIn isn’t the only way to recruit on a social platform.
- Kelly Share open jobs on Twitter, Facebook and Instagram. Use Snapchat to show what it’s like to work for your company in real time. Pro Tip: Know where your ideal candidates are spending their time. i.e.: 71% of Snapchat users are 18-34 year-olds where as 34% of LinkedIn users are 18-34 year-olds (Update: A breakdown of the demographics of each social network, Business Insider, June 2015) Don’t miss an opportunity to share you company’s story. Display new ways to use your product on instagram Share industry news and press releases on twitter and facebook Show your audience the what it’s like to work for your organization day to day on Snapchat Integrate your social media with your Glassdoor profile. We offer Hootsuite integration so you can utilize this content on your Glassdoor profile as well as on those platforms. (Hootsuite is a social media management platform)
- Kelly hand off to Andy
- Kelly hand off to Andy
- Andy For the California region, we recruit from UC Berkeley, Cal Poly, USC, UCSD, UCLA, UC Davis and Stanford and we’re starting to build our relationships with the career center at the Claremont Colleges Important organizations to build relationships with: Career resources on-campus Interest groups that relate to our industry (For Triage, business and healthcare) Greek organizations Capitalize on speaking engagements This is a good way to get face time with candidates and increase awareness about your company and what you do. Career fairs: In addition to attending career fairs we also hold separate information sessions We only have 1 recruiter. We have alumni from our staff run our booth at career fairs This helps students feel like they are getting information about Triage from someone they trust
- Andy Internship programs have so many benefits when it comes to new grad hiring. Gives your organization the opportunity to test out a candidate in your workplace. Increases awareness among your interns’ networks. Tip: Advertise your internship programs on university job boards and start developing a relationship with university career sources in areas where you hire. Develop skills with a candidate before you unleash them on the job to minimize risk What if you don’t have the resources to develop an internship program? Consider holding job shadowing days or informational interviews. Getting face time with Millennials is a great way to build awareness around your employer brand and a way to get word of mouth recommendations. Because you can test out these candidates for a relatively low cost, or interact with them via job shadowing for free, this is a great method to recruit and keep your cost-per-hire low.
- Andy Definition of employee engagement:The emotional commitment the employee has to the organization.
- Andy Millennials are the least engaged generation at work 29% of Millennials are engaged at work v.s. 33% of baby boomers and 45% of traditionalists (How Millennials Want to Work and Live, Gallup, May 2016) Meaning that if you can engage them, you will beat the competition in new grad hiring. How to engage Millennials: Celebrate wins Host volunteer days (This picture is from Redding School) Host quarterly team off-sites Team Happy Hours
- Andy One of the Hallmarks of Triage is our culture We emphasize social responsibility, green initiatives and we take a lot of pride in our people and our culture. We make sure to display this on our Glassdoor profile by speaking to it in our Why Work For Us Section, integrating our social accounts, and uploading photos regularly. Culture and hiring: Hire for a cultural fit to maintain the culture we’ve worked hard to build. We also use it as a recruiting mechanism to draw in candidates 75% of Millennials look for people and cultural fit with employers (NACE Survey, 2013)
- Andy Millennials value instant gratification. This is why keeping your process moving and speedy is essential when recruiting this sector. Maintain a fast response rate: This will pay off in your interview rating. Good companies get back to candidates. Keeping a good reputation among Millennials is essential because they are highly likely to share their experience with your company with their peers. Having a low time-to-hire If you want to increase the amount of people that accept your offers, you want to be cognizant of the amount of time your process is taking. If you give a new grad an offer in the spring or as late as the summer, and you’ve moved through the process quickly with them, it’s highly likely they are going to accept (as this is the time when they will be most anxious to enter the workforce) Because new grads are actively looking for positions, don’t be indecisive when you find one you like. Chances are they are a hot commodity and will be scooped up by the competition if you don’t act quickly.