O slideshow foi denunciado.
Utilizamos seu perfil e dados de atividades no LinkedIn para personalizar e exibir anúncios mais relevantes. Altere suas preferências de anúncios quando desejar.
Strategic imperatives are changing
•  Becoming more competitive globally
•  Improving quality, productivity,
consumer outr...
Silent Generation (b. 1928-1945)
Baby Boomer Generation (b. 1946-1964)
Generation X (b. 1965-1979)
Generation Y/Millennial...
¢ Silent Generation/Traditionalists -1928-1945
—  Very defined sense of right and wrong
—  Loyal, disciplined, detail-o...
¢ Baby Boomers- IDEALISTS
— It’s the right thing to do!
¢ Generation X - SKEPTICS
— This works. It makes an impact!
¢...
¢ Baby Boomers = Individualism
¢ Generation X = Independence
¢ Generation Y = Influence
¢ Generation Z = Intuition
Gen...
The term ‘millennial’ applies to individuals who
reached adulthood around or after the turn of the
21st century born betwe...
According to U.S. Census Bureau statistics, there are
more than 80 million millennials in America.
Millennials are the
lar...
Organizational leaders are becoming
increasingly concerned that they soon will
be unable to find the talent they need to
s...
Today’s teenagers will be the
nation’s first to grow up with social
technology as a full part of their
physical and social...
Generation Z / Digital Natives (1996-2011)  
Born during minor fertility boom around US Global Financial Crisis
The childr...
Generation Z / Digital Natives (1996-2011)  
Diversity
An African-American president
Legalization of gay marriages
Legaliz...
Generation Z / Digital Natives (1996-2011)  
•  The largest generation in the US population (25.9%)
•  By 2020, they will ...
Generation Z / Digital Natives (1996-2011)
How they are different than millennials
 
•  Have higher expectations, especial...
Generation Z / Digital Natives (1996-2011)
 
•  89% believe a college education is valuable
•  84% will take at least one ...
Generation Z / Digital Natives (1996-2011)
 
•  Gen Z students prefer visuals to reading
•  Gen Z prefers influencer marke...
Generation Z / Digital Natives (1996-2011)
 •  It will be more difficult to recruit students from farther away than
ever b...
•  1: Organizational success and sustainability
•  2: Advancement and retention
•  3: Personal achievement/Work-life balan...
•  Identity/Institutional Fit
•  Coping
•  Service
•  Speed
•  Simplicity
Best Approach to Attracting,
Recruiting & Retain...
•  Active attention
•  Transparency
•  Relevancy for others
•  Relevancy for oneself
•  Passion
•  Accountable leadership
...
MENTORING COACHING SPONSORING
A c o a c h p r o v i d e s
guidance for your
development, often
focused on soft skills
(e.g...
• Assume all students will find the same things appealing.
• Get gimmicky with partners, members or
accomplishments.
• Pus...
• Keep your story engaging and relevant.
• Develop meaningful relationships on multiple levels.
• Maintain your visionary ...
THANK YOU
Recruiting, Retaining and Engaging the Next Generation College Student
Recruiting, Retaining and Engaging the Next Generation College Student
Recruiting, Retaining and Engaging the Next Generation College Student
Recruiting, Retaining and Engaging the Next Generation College Student
Recruiting, Retaining and Engaging the Next Generation College Student
Recruiting, Retaining and Engaging the Next Generation College Student
Próximos SlideShares
Carregando em…5
×

de

Recruiting, Retaining and Engaging the Next Generation College Student Slide 1 Recruiting, Retaining and Engaging the Next Generation College Student Slide 2 Recruiting, Retaining and Engaging the Next Generation College Student Slide 3 Recruiting, Retaining and Engaging the Next Generation College Student Slide 4 Recruiting, Retaining and Engaging the Next Generation College Student Slide 5 Recruiting, Retaining and Engaging the Next Generation College Student Slide 6 Recruiting, Retaining and Engaging the Next Generation College Student Slide 7 Recruiting, Retaining and Engaging the Next Generation College Student Slide 8 Recruiting, Retaining and Engaging the Next Generation College Student Slide 9 Recruiting, Retaining and Engaging the Next Generation College Student Slide 10 Recruiting, Retaining and Engaging the Next Generation College Student Slide 11 Recruiting, Retaining and Engaging the Next Generation College Student Slide 12 Recruiting, Retaining and Engaging the Next Generation College Student Slide 13 Recruiting, Retaining and Engaging the Next Generation College Student Slide 14 Recruiting, Retaining and Engaging the Next Generation College Student Slide 15 Recruiting, Retaining and Engaging the Next Generation College Student Slide 16 Recruiting, Retaining and Engaging the Next Generation College Student Slide 17 Recruiting, Retaining and Engaging the Next Generation College Student Slide 18 Recruiting, Retaining and Engaging the Next Generation College Student Slide 19 Recruiting, Retaining and Engaging the Next Generation College Student Slide 20 Recruiting, Retaining and Engaging the Next Generation College Student Slide 21 Recruiting, Retaining and Engaging the Next Generation College Student Slide 22 Recruiting, Retaining and Engaging the Next Generation College Student Slide 23 Recruiting, Retaining and Engaging the Next Generation College Student Slide 24 Recruiting, Retaining and Engaging the Next Generation College Student Slide 25 Recruiting, Retaining and Engaging the Next Generation College Student Slide 26 Recruiting, Retaining and Engaging the Next Generation College Student Slide 27 Recruiting, Retaining and Engaging the Next Generation College Student Slide 28 Recruiting, Retaining and Engaging the Next Generation College Student Slide 29
Próximos SlideShares
What to Upload to SlideShare
Avançar
Transfira para ler offline e ver em ecrã inteiro.

0 gostaram

Compartilhar

Baixar para ler offline

Recruiting, Retaining and Engaging the Next Generation College Student

Baixar para ler offline

A revealing look at the intergenerational approach to higher education and what institutions must do to understand, recruit and engage millennial employees and generation Z students.

Audiolivros relacionados

Gratuito durante 30 dias do Scribd

Ver tudo
  • Seja a primeira pessoa a gostar disto

Recruiting, Retaining and Engaging the Next Generation College Student

  1. 1. Strategic imperatives are changing •  Becoming more competitive globally •  Improving quality, productivity, consumer outreach, customer service and culture •  Retain, recruiting & advancing diverse talent •  Applying new information technology to reach greater innovation
  2. 2. Silent Generation (b. 1928-1945) Baby Boomer Generation (b. 1946-1964) Generation X (b. 1965-1979) Generation Y/Millennials (b. 1980-1995/2000) Generation Z/Digital Natives (b. 1996 - 2012)
  3. 3. ¢ Silent Generation/Traditionalists -1928-1945 —  Very defined sense of right and wrong —  Loyal, disciplined, detail-oriented —  Fastest growth on social networking sites has come from this generation ¢ Baby Boomers- 1946-1964 —  Loyalty to employer, strong work ethic, long hours —  Career and self one in the same —  Finding solutions to problems, respect for authority ¢ Generation X- 1965-1979 —  Set and meet goals, productive —  Balance work and life-enjoy flex hours —  Comfortable with authority, but not impressed with titles —  Tech savvy, value independence ¢ Millennials/Generation Y/Next/Echo Boomers- 1980-1995 —  Teamwork, multitasking all the time —  Tech savvy-tech advancements —  Expressing oneself, work and social life are separate —  Need feedback, appreciates ownership
  4. 4. ¢ Baby Boomers- IDEALISTS — It’s the right thing to do! ¢ Generation X - SKEPTICS — This works. It makes an impact! ¢ Generation Y - COLLABORATORS — Let’s do this together! ¢ Generation Z - REALISTS — We can fix this! Generational Edge
  5. 5. ¢ Baby Boomers = Individualism ¢ Generation X = Independence ¢ Generation Y = Influence ¢ Generation Z = Intuition Generational Edge
  6. 6. The term ‘millennial’ applies to individuals who reached adulthood around or after the turn of the 21st century born between 1980 and 1995. Known as Generation Y, millennials directly follow Generation X as the last generation born in the 20th century. Today, there are 1.7 billion millennials making up one-third of the global population. They are defined as an “ethnically diverse generation who are team players, optimistic, confident, trusting of authority, rule-followers, achievers in school, and generally achievement-oriented in everything they undertake.” (Howe and Strauss, 1992)
  7. 7. According to U.S. Census Bureau statistics, there are more than 80 million millennials in America. Millennials are the largest generation in history. Millennials will make up an estimated 75% of the workforce by 2025, ultimately changing the face of organizational leadership.
  8. 8. Organizational leaders are becoming increasingly concerned that they soon will be unable to find the talent they need to succeed, with a shortage of suitably skilled workers as the single biggest worry.   Businesses are competing fiercely for the best available talent to replace the retiring boomers in the upcoming years. Every year, more and more of that talent will be recruited from the ranks of millennials & gen Z.
  9. 9. Today’s teenagers will be the nation’s first to grow up with social technology as a full part of their physical and social development. Social media will shape ideas about self-esteem and product loyalty — and institutions will need to embrace it to reach incoming students. The higher education industry is scrambling to prepare for a culture that will potentially wield $3 trillion in buying power for greater access to technology, convenience and social capital.
  10. 10. Generation Z / Digital Natives (1996-2011)   Born during minor fertility boom around US Global Financial Crisis The children of Generation X CHARACTERISTICS •Highly connected to communication • Instant gratification/thrive on acceleration •Independent, lacking a community- oriented nature due to social media • Very open with little concern to privacy and personal information. •Thrive on small bits of information. •Under a lot of pressure to succeed AT WORK •Very collaborative and creative •Will have to solve the worst environmental, social and economic problems in history •Will not be team players •Will be more self-directed •Will process information at lightning speed •Will be smarter
  11. 11. Generation Z / Digital Natives (1996-2011)   Diversity An African-American president Legalization of gay marriages Legalization of recreational marijuana Cyber bullying School shootings Wars without borders The Great Recession “Fake news” 15 seconds of fame A world without boundaries The Internet of Things
  12. 12. Generation Z / Digital Natives (1996-2011)   •  The largest generation in the US population (25.9%) •  By 2020, they will account for one-third of the US Population •  They contribute $44 billion to the US economy annually •  They are less likely than Millennials to: •  Have a driver’s license by age 18 •  Have dated by age 18 •  Moved out of their parent’s home by age 30 •  Be married before age 30 •  Less focused with shorter attention spans •  Better multi-taskers typically using multiple devices
  13. 13. Generation Z / Digital Natives (1996-2011) How they are different than millennials   •  Have higher expectations, especially related to access to state-of-the-art technology and a need to feel appreciated •  More individualists; born on social media with 92% having a digital footprint •  More global in their thinking and interactions •  More entrepreneurial
  14. 14. Generation Z / Digital Natives (1996-2011)   •  89% believe a college education is valuable •  84% will take at least one college course before entering college. •  49% have already taken 2 or more college level courses in high school. •  64% like advanced classes much better •  23% believe debt should be avoided at all costs.
  15. 15. Generation Z / Digital Natives (1996-2011)   •  Gen Z students prefer visuals to reading •  Gen Z prefers influencer marketing more than Millennials do •  Gen Z students use multiple digital platform—often simultaneously •  Like Millennials, Gen Z responds to marketing that is authentic, and they don’t want to feel marketed to •  You only have a few seconds to grab their attention, so •  go straight to the point •  Marketing and communications must possess “Edutainment” value to engage this audience •  Create ways that they can share their experiences with your institution
  16. 16. Generation Z / Digital Natives (1996-2011)  •  It will be more difficult to recruit students from farther away than ever before •  Traditional mediums of advertising will be less effective in the future •  Shifting social media efforts towards Instagram, Snapchat, YouTube, and digital ads with a more focused use of Facebook for parents is prudent •  While the preference for mail and email are declining, they still have a place in your marketing mix •  Websites and all electronic communications must be smartphone enabled
  17. 17. •  1: Organizational success and sustainability •  2: Advancement and retention •  3: Personal achievement/Work-life balance •  4: Diversity and inclusion Why intergenerational approach matters
  18. 18. •  Identity/Institutional Fit •  Coping •  Service •  Speed •  Simplicity Best Approach to Attracting, Recruiting & Retaining Students •  Learn by doing •  Supported Goals •  Global & Local Impact •  Relevancy
  19. 19. •  Active attention •  Transparency •  Relevancy for others •  Relevancy for oneself •  Passion •  Accountable leadership •  Autonomy through flexibility •  Self-care as a reflection of organizational culture Best Approach to Attracting, Recruiting & Retaining Younger Employers
  20. 20. MENTORING COACHING SPONSORING A c o a c h p r o v i d e s guidance for your development, often focused on soft skills (e.g., active listening) rather than technical skills (e.g., financial acumen). You and your coach are responsible f o r d r i v i n g t h e relationship. A mentor informally or formally helps you navigate your career, providing guidance for career choices and decisions. You d r i v e t h e relationship. Your mentor is reactive and responsive. A sponsor is a senior l e a d e r o r o t h e r person who uses strong influence to help you obtain visibility. The sponsor d r i v e s t h e r e l a t i o n s h i p b y advocating for you behind closed doors.
  21. 21. • Assume all students will find the same things appealing. • Get gimmicky with partners, members or accomplishments. • Push social media content and walk away. • Take on too much without a strategy; overcommit. • Lose sight of the reason you need younger employees
  22. 22. • Keep your story engaging and relevant. • Develop meaningful relationships on multiple levels. • Maintain your visionary status; reach back. • Stay current & engaged on social media platforms. • Allow your strategy time & room to grow. • Walk the talk; deliver.
  23. 23. THANK YOU

A revealing look at the intergenerational approach to higher education and what institutions must do to understand, recruit and engage millennial employees and generation Z students.

Vistos

Vistos totais

82

No Slideshare

0

De incorporações

0

Número de incorporações

8

Ações

Baixados

1

Compartilhados

0

Comentários

0

Curtir

0

×