Millennial Presentation

Attracting and Retaining the Net Generation

Team 5 – Evan Krieg, David Klauss, Dewayne

King, Mark Ledbetter, Patrick Leitner

Team Members

Dewayne King VP and Regional Manager for the Fifth Third Bank

Evan Krieg Marketing Project Manager R&D Firm

David Klass Sales Manager for PACCAR Inc.

Mark Ledbetter Digital Channel Manager FedEx Services

Patrick Leitner Business Professional and MBA Candidate

Executive OutlineThe following presentation is a set of research findings and

outlined HR policies/guidelines for how to best manage the net

generation as well as the multi generational work force.

Attracting and recruiting net generation candidates

Leveraging the power and draw of technology

Managing the multi-generational workforce

Promoting work life balance for all

Attracting and recruiting net generation talent

requires HR to explore new recruitment channels

and move away from traditional stiff interview

processes.

Overview

Where would we target the net generation?

How would we target the net generation?

Key factors to attract top talent

HR - Recruiting

Where we would target Net Gen employees:

Since most prospective Net Gen employees

are actively engaged in social media, it is

important to advertise open positions on

sites such as Monster.com and Craig’s List.

To reach potential candidates who have a

consistent on-line presence, company

information and employment opportunities

will be advertised on Facebook and YouTube.

• New Social Channels

• LinkedIn

• FaceBook

• Job Boards

• Forums

How we would target Net Gen employees:

Rather than simply inviting potential

candidates for interviews, we would

implement a strategy to have prospective

Net Gen employees who meet the criteria

we are seeking attend informational

screening sessions in which they can learn

more about company culture, mission,

business strategies and opportunities for

advancement to help ensure a fit for both

parties.

• Focus on being more

open

• Share company

culture, mission, and

strategies

• Informal and personal

interview process

Key factors emphasized to attract top Net

Gen employees:

As part of the recruiting strategy, it is imperative to incorporate core components which will appeal to Net Gen employees such as work life balance, open interviews in which candidates can invite their parents or spouse, structured mentoring programs and hands on management style which will ensure consistent feedback regarding job performance.

Although it requires a more complex and creative recruiting strategy to attract Net Gen employees who can be high maintenance, the value they will add to an organization and potential to be high performing, engaged employees are well worth the investment.

• Openness

• Core management

style alignment

• Extra curricular

programs

• Work Life Balance

Leveraging the power and draw of

technology is critical to recruiting and

retaining the net generation

Background

Learning Curve

Technology implemented into school curriculum

Variety of technologies need to be included

Everyday technologies used in workplace

HR - Tech

Telecommuting Advantages for Net Gen

Provides flexibility for employees

More attractive alternative

Net Generation starting families;

companies need to adapt

Increases overall productivity in many

cases

Efficient and Quicker Technologies

Instant messaging

Allows employees to receive information

right away

Video On-Demand

Used for training purposes

E-mail access on smartphones

Freedom to communicate outside of

brick-and-mortar office

Social Media Usage

Companies should allow employees to use social media at work

Net Gen employees seek out this type of work environment

Social media can be used to promote the company

Music streaming sites

Blocking “digital natives” drives away Net Gen employees

Managing the Net Generation must be adapted to

fit new beliefs and expectations

Overview

8 Net Gen Norms

Onboarding & Orientation

Daily work environment

Development Standards

Retaining Net Gener’s

HR – Mgmt.

8 Net Gen Norms

● Freedom

● Customization

● Scrutiny

● Integrity

● Innovation

● Collaboration

● Entertainment

● Speed

Onboarding & Orientation

● Clearly Communicate

Organizational Goals & Values

○ Appeal to Integrity

● Implement orientation program

for new hires

○ Focus on collaboration

Daily Work Environment

● ROWE (Results Only Work Environment)

● Casual Dress code

● Technology driven

● Flex Workspaces

Development Standards

● Provide clear, quantifiable, and quick advancement opportunities

● Set up a mentoring program

● Implement freedom initiatives

○ Greater flexibility after 2 satisfactory performance reviews

○ Compensation plans tied to market value and individual performance

○ No vacation limits if requirements are met

Retaining the Net Generation

● Allow opportunity for employees to share ideas

with management

● Focus on traditional and non traditional benefits

like job customization and entertainment

Work life balance is imperative for work force

management and there’s a wide gap between

the expectations of the net generation and

previous generations

Overview

Generational differences

Benefits programs

Community and sustainability

HR – Balance

Generational DifferencesNet Geners

Greater view of their role to make

the world a better place and expects

time to do that

Like to have leisure time integrated

with the day including games or

workout facilities

Enjoy rewards like lunch with the

CEO or other non monetary

experiences to better themselves

Don’t bother me if I’m not

in the office

Get in put your head to

the grind stone and get

home

Happy with a day off and

doesn’t see much value in

similar non monetary gifts

like the net generation

Time off is

always welcome

Enjoy giving back

to the

community

Benefits Programs

Benefits programs have changed significantly throughout

the years. Just recently Facebook and Apple offered

$20,000 to female workers to freeze eggs.

Traditional Net Gen

Comprehensive health, dental, and

vision covering the basics of life.

Little to no cost out of pocket with low

to medium premiums.

Comprehensive package however they

are now waiting later to have children

and expect cheap single coverage.

Will be accustomed to higher costs and

doing the leg work to find the best

price on procedures.

Community and Sustainability

The net generation expects corporations to go above and

beyond to be a good corporate citizen in the community

and world.

Employed adults who take part in

sustainability activity at work

Thank You for your attention

This concludes our presentation. We

hope you found the information

informative and welcome any questions

in the online forums