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.

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•  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

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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 

Kwheeler@glresources.com www.glresources.com