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How to attract, develop and retain your millennial talent! | Talent Connect 2016
This document discusses strategies for attracting, developing, and retaining millennial talent in the workforce, featuring insights from industry experts. Key points include the importance of engaging employer branding, streamlined onboarding processes, and the necessity of assessing candidates and new hires effectively. It emphasizes creating a meaningful connection with employees and adapting company strategies based on engagement data.
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How to attract, develop and retain your millennial talent! | Talent Connect 2016
- 2. Jeff Ruby Regional SalesManager, LinkedIn How to Attract, Develop and Retain your millennial Talent!
- 4. Our speakers Frans Mahieu GlobalHR Marketing Director- Kimberly-Clark Raymond Steward Director of Talent Management- American National
- 5. Millennial talent isthe largest, most diverse generation in the workforce
- 6. 55% Millennials that lefttheir jobs because of the concern of advancement
- 7. 50+% Millennials found newjobs through online/social networks
- 8. Frans Mahieu Global MarketingDirector HR, Kimberly-Clark Life is too short to bore your candidates!
- 9. “ Y ou c a n ’ t b o r e y o u r p e o p l e i n b u y i n g y o u r p r o d u c t ” B i l l S a m u e l s , F o u n d e r M a k e r ’ s M a r k
- 10. FIND YOUR VOICE BUILDIT INTO A COMPELLING, ENGAGING STORY E M P L O Y E R B R A N D I N G REPEAT
- 11. 1 4 4Y E A R S O F O R I G I N A L T H I N K I N G
- 13. I N TE G R A T E D M A R K E T I N G P R O C E S S Marketing Idea Marketing Program & Engagement Brand Story Brand Foundation COMPANY INSIGHTSCOMPANY AND CANDIDATE INSIGHTS
- 14. R E AC H T O P M I L L E N N I A L T A L E N T Neenah, WI
- 15. O U RB R A N D S T O R Y
- 17. M A RK E T I N G I D E A
- 18. W H ATT Y P E O F O R I G I N A L T H I N K E R A R E Y O U ?
- 19. B L AH B L A H B L A H V S . E N G A G E M E N T V E H I C L E S
- 20. C O NT E N T H U B T O S H O W C A S E O R I G I N A L T H I N K E R S A N D T H E N E E N A H A R E A
- 22. W E LC O M E O R I G I N A L T H I N K E R S C A M PA I G N
- 23. CANDIDATE & RECRUITER ENGAGEMENT WEBSITETRAFFIC WORKDAY ATS VISITORS FROM ORIGINAL THINKERS QUIZ +25% 20% R E S U L T S
- 24. Raymond Steward Director ofTalent Management, American National You’re hired, now what?
- 25. The number ofdecisions we make about someone in the first 7 seconds of meeting them 11
- 27. Get off thenail.
- 28. Where I started • Overhaul & Streamlining of Onboarding • Review results of engagement survey & turnover for the last 3 years • Revamped College Recruiting • Put more structure around our internship program
- 29. Value • Clock isticking • Connect the dots • Perks are great but Purpose is greater • What’s important to them? • Ask the tough questions
- 30. Engagement • Interactive &collaborative onboarding • New Employee Orientation • Assigning a mentor • Conversations around developmental plan and career progression • Leadership Courses • Rotational programs • Create an employee group for young professionals • Community involvement
- 31. Assessment / Analytics • Data will tell you everything you need to know • How do you assess? Ø New hire meet & greet Ø Review & share blog entries Ø Tracking hires & sources for common trends and practices that could be replicated Ø Build vs. Buy Ratio
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- 35. Key Takeaways • Find yourcompany’s differentiation • Create compelling ways to engage with your candidates and employees • Once your strategy is sound and proven, execute your plan • What happens in Vegas should not stay here. Bring Vegas home with you.
- 36. Q U ES T I O N S Frans Mahieu Global Marketing Director HR- Kimberly-Clark E-mail: [email protected] Twitter: @globalmahieu Raymond Steward Director of Talent Management- American National E-Mail: [email protected] Twitter: @ r a y m o n d _ s t e w a r d