1. Generation Y Recruiting, Hiring, and Retaining Next-Generation Talent @MattCharney Social Media Engagement Manager Monster Worldwide @monster_works © 2011 Monster Worldwide

2. Meet a Millenial Objective: > To give busy HR professionals real Gen Y recruiting insights from a real Gen Y recruiter Experience: > Social Media Engagement Manager, Monster Worldwide > Senior Staffing Consultant, The Walt Disney Company > Senior Recruiter, Warner Bros. Entertainment > Candidate Developer, Amgen, Inc. Education: > BFA, Writing for Screen & Television > George Lucas School of Cinematic Arts > University of Southern California, Class of 2005

3. Agenda: Answering 5 Big Questions What is Gen Y and how are they different from other generations? Where does social media fit in? Employer branding? What does Gen Y expect from corporate culture? What are some best practices that have been successful in attracting Gen Y talent?

4. Traditionalists 1928 – 1945 “adaptive” Baby Boomers 1946 – 1964 “idealist” Gen X 1965 – 1980 “reactive” Gen Y 1981 – 2000 “civic” 4 The 4 Generations of Workers

5. Gen Y By The Numbers 5 78 million strong Born: 1981-2000 2011: 25% of US Workforce 2014: 50% of US Workforce “The Care and Nurturing of ‘Millennials,’” by Joyce E.A. Russell (Washington Post, August 2010)

6. Where Gen Y Hangs Out Pew Internet Project: “The Future of Millennials” (2010)

7. "Infiltrating Gen Y: Tips and Tricks," Cartoon by Bill Porter, November 2010 “Digital Natives”

8. “Millennials: A Portrait of Generation Next,” Pew Research Center, Feb. 2010

9. Gen Y Priorities "Who Are the Millennials" InfoGraph, Flowtown, Pew Research Center 2010 (Ethan Bloch, July 2010) Gen Y say the most important thing in life is:

10. Generally Speaking: Gen Y Traits high self esteem personal growth confident optimistic trained as a team player at school at home loyal to team tech savvy grew up on computers productivity mavens results oriented

11. Gen Y Workforce: Changing Faces Generation Y is more ethnically and racially diverse than older generations, with visible minorities making up about 40 percent of the population. Pew Internet Project: “The Future of Millennials” (2010)

12. Perceptions vs. Reality They’re impatient They want my attention all the time They have no loyalty They don’t respect hierarchy They don’t work hard They move too slow They don’t provide me with enough work I’m loyal to people, not a corporate name Why waste my time with office politics? 9 to 5 does not equal hard work what they used to say…

13. Reality vs. Reality They should be happy to have a job Why cater to them? I need to cut my budget Will it ever end? I need a job! Settling still isn’t worth it Moving home isn’t the worst thing The recession will be over soon..won’t it? what they’re saying now…

14. Emerging Workforce Employment "Who Are the Millennials" InfoGraph, Flowtown, Pew Research Center 2010 (Ethan Bloch, July 2010)

15. Changing Expectations & Attitudes "Who Are the Millennials" InfoGraph, Flowtown, Pew Research Center 2010 (Ethan Bloch, July 2010)

16. Recruiting Gen Y Talent: The Big 5 1. Build Employer Brand Equity 2. Go Where the Talent Is: Social Media 3. Get Brand Evangelists to Spread your gospel 4. Put the balance back into work-life 5. Recruit, retain and develop future leaders

17. #1 Build A Magnetic Talent Brand Market your culture Market your people Scale at local, national & global level “Nothing will kill your reputation in the labor market faster than doing a great job advertising a work experience you don’t deliver.” -David Ogilvy “Nothing will kill your reputation in the labor market faster than doing a great job advertising a work experience you don’t deliver.” -David Ogilvy

18. #2 Participate in the conversation Give Your Brand a Human Voice Do more with less “Fish Where the Fish Are” Utilize Social Media “In the years ahead, we will see social media evolve into a discipline that companies use throughout their organization — from marketing to technical support to human resources.” – Bob Pearson, Dell “In the years ahead, we will see social media evolve into a discipline that companies use throughout their organization — from marketing to technical support to human resources.” – Bob Pearson, Dell

19. #3 Embrace your top performers Distribute clear guidelines Let them create personal brands Promote Transparency Encourage Brand Evangelists

20. #4 Work-Life Balance Make Work Fun Trust your employees Don’t strive for work/life balance Gen Y wants to work hard Encourage personal passions Reward and recognize hard work

21. #5 Develop Future Leaders Internal & External Training Opps Consistent cross functional career pathing Affinity & Work Groups Mentor programs (cross mentor)/Job Shadowing Consistent feedback with performance benchmarks

22. Make Your Brand a Gen Y Magnet Understand > Put yourself in their shoes > Use technology to learn and listen Engage > Join the online conversation > Brand your culture and people > Give your brand a human voice

23. Make Gen Y Want To Work For You Create A Talent Culture > Manager’s #1 priority is to manage > Connect employees’ work to the bigger picture > Believe it’s about more than the bottom line Retain > Offer unique career paths > Support important causes > Make work FUN!

24. Matt Charney Thank you. Matt.Charney@Monster.com @mattcharney | @monster_works