Recruiting and Recruiting and Retaining The Retaining The GenerationsGenerations

Presented by Kevin WheelerPresented by Kevin WheelerHuman Strategy Alignment ConferenceHuman Strategy Alignment Conference

December 2, 2008December 2, 2008

Livermore, CALivermore, CA

The World has ChangedThe World has Changed

Traditional HR/Recruiting Emerging HR/Recruiting

ReactiveFocus on open positions

ProactiveAnticipate needs

-Running ads-Posting to job boards-Searching databases

-Building a talent community-Developing relationships-Development focus-Competitive intelligence

Requirements:-Flexible workforce scenarios-Interactive communications

Dynamic, on-goingStatic, One-timeRequirements:-Logistics-Static workforce planning-Sourcing capability

FromFromCONTROLCONTROL

ToToCHOICECHOICE

Choice is everywhereChoice is everywhere School

Rigid curricula to flexible paths Work

Set schedules and work places to flexible schedules and telecommuting

Careers Paths to opportunities

Relationships Fixed to flexible

3

5

From No Choice. . .From No Choice. . .

6

1914 Ford drops all colors but black because it is the only color (made in Japan) that dries fast enough.

To Almost Total To Almost Total Choice -Toyota Choice -Toyota ScionScion

From One Career and From One Career and Job to a Choice of Job to a Choice of Many “The Slash” Many “The Slash” WorkerWorker

People with two or more careers increasing rapidly. Minister/lawyer, Doctor/photographer,

Accountant/carpenter “. . .between 10 and 30 percent of the

economically active population had experienced at least one career change in a 5-year period”

Quintessential New Quintessential New Worker Worker Age 27Age 27

I work as an internet researcher for a recruiting company based in Cleveland.

I have an online retail business that I pursue on my own time as well.

I have a radio show, Research Goddess, on www.recruiterlife.com. I cover recruiting and research topics on this show.

I am also an adjunct instructor for SPIU and teach classes on database use and sourcing techniques.

I also have a blog, www.amybethhale.com. Check it out!

Generational DifferencesGenerational Differences Baby boomers

45-60 years old 28% of the population

Gen X 30-45 years old 16% of the population

Gen Y 20-30 years old 25% of population

The Birth Rate: Boom, The Birth Rate: Boom, Bust and EchoBust and Echo

Generational Differences Generational Differences Matter – And They Matter Matter – And They Matter a Lot!a Lot!

Different Strokes for Different Strokes for Different FolksDifferent Folks

Generally HR & recruiters are generation unaware Ignore basic truths & observations

Rigid messaging One message/approach for everything

Mistaken application of EEOC regulations and HR policies You can be different AND fair

13

Boomers - TraditionalistsBoomers - Traditionalists

Status important Seek security and want a career path Loyal to the organization Willing to go the extra mile for future

reward Focus on hierarchy Work ethic = time, not necessarily results

CertaintiesCertainties

Baby Boomers will stay in the workplace in greater numbers than thought. But will. . .

Want flexible working hours. Change the type of work they do/profession. Be more entrepreneurial. Be less focused on high salary and more on

satisfaction, freedom and benefits.

Gen X - CynicsGen X - Cynics

Cynics & Critics Driven work ethic Boss is a colleague – Show little

respect Family is core - Little to no loyalty to

work Focus on “What’s in it for me?” Judge success with money.

CertaintiesCertainties

Form the core work group and core leadership team and will do so for the next decade.

But they.. . Are hard to please. Have little to no loyalty. Will leave for money, title, power Seek faimly-friendly organizations

Gen Y – The Next Gen Y – The Next Dominate GenerationDominate Generation

Diverse, Confident, Optimistic Group and project focused High ethical standards High environmental and social concerns Desire/seek coaches and mentors Like to stay in communication Focus is on fun, authenticity, and

honesty Technically VERY savvy

21

WHAT DO THEY THINK WHAT DO THEY THINK ABOUT WORK?ABOUT WORK?

. . .there are far fewer Millennials entering the workforce relative to the number of job openings than was the case when Baby Boomers entered the workforce.

-Decoding Generational Differences, W. Stanton Smith, Deloitte

Certainties - What They Certainties - What They WantWant Respected

Provided interesting and meaningful work

Recognized For accomplishments

Remembered For having made a

difference

Coached Not trained

Consulted Not ordered

Connected To employer and

mission

Deloitte, Decoding Generational Differences

CertaintiesCertainties

Will dominate workforce within 10 years. Possess agility, technical savvy, and

confidence. Need help to make “choices.” Demand rewards based on performance. Increasingly are time/place agnostic. Seek challenging work – not

organizations.

25

Gen M - MobileGen M - Mobile

• Everything is anywhere, anytime.• Short focus• Watchwords = Fast, fun, fluid

http://www.pewinternet.org/pdfs/PIP_Teens_Games_and_Civics_Report_FINAL.pdf

News Consumption by AgeNews Consumption by Age

27

Return of the IndividualReturn of the Individual

28

“The fundamental unit of the new economy is not the corporation but the individual.”

-Thomas Malone and Robert Laubscher

What’s the Primary Goal of What’s the Primary Goal of Recruiting?Recruiting?

To have a relationship with a qualified candidate who is available and willing to step forward when needed.

What are we going to do? What are we going to do? How do we leverage?How do we leverage?

Generational differences Technology Relationships/Networks Changing work/job/ideas

Read this book.Read this book.

31

And This Book & BlogAnd This Book & Blog

32

So What Do YOU Do?So What Do YOU Do? Build choice into all aspects of recruiting. Ask and listen and adapt to generational

differences. Develop internal social networks and

mobile communication tools. Target your candidate base. Build flexible recruiting models

that adapt and change with ease.

Thanks!Thanks! Boomers can Write to me

at :kwheeler@glresources.com

Gen X can Read my blog at:http://kwheeler.blogs.com

Gen Y Follow me on Twitter at:

www.twitter.com/kwheeler

Anyone can Read my columns on ERE:

www.ere.net

About Global Learning About Global Learning Resources, Inc.Resources, Inc.

We have been working with organization for the past 10 years to help them improve their recruiting and employee development strategies, processes, and practices.

Kevin is a leading consultant in the areas of recruitment and employee development best practices. He is the author of the Corporate University Workbook and a contributor to the book On Staffing: Advice and Perspectives from HR Leaders.

35

For more information see our website: www.glresources.com

GLR’s Main Practice AreasGLR’s Main Practice Areas Recruitment: We analyze, recommend and

implement solutions that include employment branding, technology selection, screening and assessment processes, on-boarding, and metrics.

Employee Development: We analyze current practices, recommend improved strategic learning designs, curriculum development and delivery methods, including e-learning. We also help architect corporate universities.

36

For more information see our website: www.glresources.com