Did you know Millennials, or 20 something staffers, grew up with over protective and involved parents who offered their opinions on everything? This is a good thing, employers! It means they cope well with honest and direct feedback from their Boomer parents. This is just one of the nuggets revealed in a new report from
Jeff Stimpson, senior reporter at Practical Accountant, passed along the latest issue of the marketing firm's newletter to us at Accounting Tomorrow and wrote the following about what insights are offered by Ingenuity Marketing:
A series of questions with four possible answers, covering such categories as recruitment, online branding, office space, and work style, among others, reveals some of the likes and dislikes of Millennials.
For instance, the recruitment questions ask how a firm recruits "smart new talent."
1. Place an ad in local papers.
2. Send HR or marketing to a career fair.
3. Send a firm partner or "vibrant' new staffer to a career fair.
4. Keep your Web site updated, have a Facebook page, and run recruitment videos on YouTube.
"I have never looked in the paper for a job. Never," said Millennial expert, Katie Kalkman, author of the article in the firm's newsletter, InGenius Review.
"When a friend of theirs recommends your firm, they hear one of your interns on a video clip, or they meet a fun and interesting partner at a career fair, you will attract them for an interview," Kalkman said.
The first thing such a potential recruit will do is head for your Web site, she added. "Do you say that you are progressive and fun to work for, but your Web site is outdated and boring? Do you list tangible and intangible benefits? Do you invite them to schedule a [firm] tour?"
Millennials are technology natives and like personalized workspaces where they can listen to iPods and work flexible hours, Kalkman said. Mobile technology also makes it hard for Millennials to understand "why they have to be in the office all the time." If deadlines and expectations are met, flexibility becomes key to recruitment and retention. Mentorship and apprenticeship programs are also encouraged.
Read more of their thoughts at http://www.ingenuitymarketing.com/ingeniusreview.html.
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