Maximizing Millennial Talent:Practical recruiting and management strategies you can start implementing today

“I am a highly educated team player seeking challenging work. Fluent in the latest technology, I will use that expertise to maximize my on-job efficiency. I embrace

change, am a natural multitasker and welcome performance feedback to ensure I’m meeting your expectations. I love my family, myself and the planet.”

You’ve just read a typical profile of today’s working-age Millennial. And it reads like the resume of an ideal hire. So why when Millennials offer so many clear benefits to employers, are they so often maligned?

The truth is that Millennials are presenting new challenges to today’s employers – both in their attitude regarding work and the way they approach and execute tasks.

The GoodMillennials are…

1. The most highly-educated generation ever to enter the workforce.2. Technology savvy. They grew up using technology and embrace it to be more productive personally and professionally.3. Natural collaborators and brainstormers who thrive on teamwork.4. Environmental and cause champions that want to make a measurable difference serving causes they are passionate about.5. Seasoned multitaskers who seek variety and embrace multiple deliverables.

The BadMillennials are…

1. Unlikely to rate their job as their number one priority. Millennials view employment as one aspect of a multi-faceted balanced life.2. Likely to resist traditional business practices such as set hours, dress code and face-to-face meetings.3. Not comfortable with autonomy. They are often paralyzed without precise instructions for completing a task and crave regular feedback and reassurance.4. Inclined to change jobs every 18 months, on average. Millennials like variety, and have high (often unrealistic) expectations for advancement. 5. Social individuals who place importance on a “fun” workplace. They expect to make friends of their colleagues, have easy access to management and gain both professional and personal fulfillment at work.

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Maximizing Millennial Talent: Practical recruiting and management strategies you can start implementing today

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The RealityMillennials can become a distinct competitive advantage when managed well.

As an HR leader, Ceridian Canada has helped organizations big and small recruit, develop, decode and engage Millennial talent with strategies designed to deliver a measurable ROI. With many businesses only in the discussion stages of how best to harness Gen Y talent, now is the time for forward-thinking organizations to gain an edge – and get more mileage out of today’s bright Millennial talent pool.

Who are Millennials?

“Millennials” are the group of people born roughly between 1980 and 2000. You may also hear Millennials labelled “Generation Y”, “Echo Boomers”, or “Generation Next” to name a few.

Fast Facts:

• Therearemorethan9millionMillennialsinCanada.1

• Millennialswillmakeupalmost75%oftheworld’sworkforceby 2025.2

• 37%ofemployersreportthat“work/lifebalanceandflexibility”isthe mostmotivatingfactorforMillennials,withonly17%claiming “compensation” as the primary driver.3

• Youngerworkershaveadecliningdesireforjobswithgreater responsibility.4

LEGAL: 1.http://www.aimia.com/Theme/Aimia/files/doc_downloads/Aimia_GenY_WhitepaperCanada_Final.pdf 2.GenYWomenintheWorkplace:FocusGroupSummaryReport.BusinessandProfessionalWomen’s(BPW)Foundation,2011 3.2009monster.comsurvey 4.Generation&GenderintheWorkplace,AnIssueBriefbyFamiliesandWorkInstitute

“…Gen Y is an opportunity masquerading as a problem.”

~Jason Ryan Dorsey Y-Size Your Business

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Rethinking Recruiting Organizations who win the long-term loyalty of high-performing young employees tend to have a unique strategy for recruiting them. Here we’ll explore where to look for top talent, which interview questions will uncover key information such as work ethic and time management skills, and what information about your business you should share with prospective Millennial hires to ensure your company is the right fit for them.

AdvertisingSocialmediachannelssuchasLinkedIn,TwitterandFacebookhavequicklybecome the best way to target Millennials when marketing job opportunities. Traditional online job boards such as Monster are also still beneficial in generating leads you might not get through social media. And two often-overlooked places to find young talent actively searching for jobs are alumni groups and post-secondary institution career centres.

No matter where you find them, it is key for your organization to start selling your brand to potential Millennial applicants from the outset. It helps to have a progressive social media presence and website geared to young job-seekers. Addanemployeeblogand/orshortvideosofcurrentemployeestalkingabouttheir day-to-day routine and the culture or development opportunities. Record an authentic welcome from the CEO or show candid videos of employees having fun at the daily lunchtime ping-pong showdown.

In short, Millennials often make up their minds if they’d like to work for your organization before the first interview. It’s critical to make a knockout first impression online in order to bring the right job seekers to your door.

What Y Wants (to start, anyway)1. A fun work environment2. Opportunities for growth3. Flexibilityinwhereandhowtowork4. Technology that increases productivity5. Honestyandtransparency

“Salary” is notably absent from this list. Salary is important to Millennials, but much less so than for previous generations. Gen Y wants to be compensated fairly, but they are much more likely to be swayed by a rich opportunity for a smaller paycheque than a lacklustre job or one that sacrifices their work-life balance for a bigger paycheque.

28% of college students plan to look for jobs using LinkedIn - up from 5% in 2010.

Source: USA Today

“One of the most pervasive misconceptions is that high salary is the primary motivating factor for young workers.”

Source: The Future of Millennial Careers. Career Advisory Board, 2011.

You’ll be glad you askedCeridian’s panel of recruitment specialists shared five of their favourite questions to ask Millennial job candidates and why.

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Canyoutellmeaboutatimewhenyouinfluencedtheoutcomeof a project by taking a leadership role?

Question What it reveals

How do you (or did you) balance a full course load, part time job, extra-curricular activities and a healthy social life?

Delivers great insight into time management skills and shows you where a candidate’s priorities lie.

What is your most memorable accomplishment and what did you do to reach that goal?

Gives you an indication about where your candidate gets pride from and how they get to an end result (extra effort, building a team, problem solving, etc.).

What is your most memorable mistake and what did you learn from it?

Demonstrates how resilient your prospective hire is, and how he or she manages stress or failure.

What would be an ideal work environment for you? (Expand on this with: What do you want to learn? What hours do you expect to dedicate? What motivates you to want to come to work as opposed to have to come to work?)

Provides details on the personal and professional expectations of your Gen Y applicant. This question ensures not only is the candidate a great match for your opening, but that your company culture is a great match for them.

How do you stay motivated? Reveals how well your prospective hire can stay focused and see projects through to completion.

“Millennials are likely to be nervous during interviews – they aren’t slick talkers with rehearsed answers. Try to look past the nerves, don’t intentionally try to stump them with difficult questions, and keep it conversational. Then you’ll see the real person and their real abilities.”

Maurice FernandesStrategic Recruitment Initiatives ConsultantCeridian Canada Ltd.

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They have questions, too. Do you have the answers? Superior performers are typically more productive more quickly, take initiative while still remaining manageable, and most importantly, make a bigger impact on the organization’s bottom line. To identify the superior performers during the interview, you need a focused list of questions that will get you the information you need.

Opening questions Millennials bring a new set of questions to the table, some of which can be disarming. Here is a snapshot of what they might ask:

1. Do you allow employees to access social media channels?2. What are the opportunities for advancement?3. HowmuchvacationtimewillIstartwith?4. Are there opportunities to work abroad?5. WhatlearningopportunitieswillIhave?6. Do you have a dress code?7. Doesyourcompanyhaveavirtualworkortelecommutepolicy?

Managing Millennials Pump up the positivesMillennials are “different”, but that doesn’t need to mean “difficult”. Here we will explore proven management strategies organizations can employ in a short timeframe for amplifying the top five positive characteristics of Millennials. On page7,wewillexamineGenY’stopfivechallengingtraitsandofferpracticalsolutions for minimizing their impact on your business – and even turning them into positives.

1. Millennials are the most highly-educated generation ever to enter the workforce.Thenumberofuniversitygraduateshasincreasedby24%inCanadasince2001.1

Many Millennials even have multiple diplomas and degrees. This trend, combinedwiththe14.5%youthunemploymentrateinCanada2 (about twice the average unemployment rate), means that businesses can afford to be selective and hire strictly the most qualified prospects.

The bottom line: Take advantage of this employer’s market and take your time to hire great fits with passion for your business. Always walk the fine line of not hiring people who are too far overqualified unless opportunities for accelerated succession are available for exceptional performers.

64% of Millennials ask about a company’s social media policy during a job interview.

24% of Millennials say that the answer to that question will influence their interest in that company

Source: UNC Kenan-Flagler Business School and Young Entrepreneurs Council Study: http://onlinemba.unc.edu/mba-at-unc-blog/geny-in-the-workplace/

66% of young people feel they need to gain international experience to further their careers.

Source: Millennials at work: Reshaping the workplace. PricewaterhouseCoopers, 2008.

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2. Millennials are technology savvy.To retain a satisfied Millennial workforce, companies should consider whether or not their current technology helps or hinders Gen Y productivity. Young workers are more engaged at work when technology helps them use their time judiciously. Some managers believe limiting the use of the Internet, hand-held devices, chat, etc. will keep employees focused on work. However, Gen Y is actually more productive when they are empowered to use technology to make themselves more efficient.

The bottom line: Consider upgrading and expanding the technology you allow employees to use on the job (never at the cost of enterprise security). Solicit suggestions from Millennial employees on your IT policies, website and social media presence. 3. Millennials are natural collaborators and brainstormers who thrive on teamwork. Millennialsmaynotbeparticularlyautonomous,buttheflipsideistheyaretop-notch team players. Whenever possible, keep Millennial employees connected to a team to encourage their best work. While previous generations preferred to work solo, Millennials welcome the team dynamic and managers shouldenjoyrefereeingfewerteamconflicts.

The bottom line: Millennials perform at their peak and stay more engaged when they are valued members of an interactive team.

4. Millennials are environmental and cause champions.Anenvironmentaland/orcausemissionispartofthefabricofmostoftoday’scompanies. Whereas previous generations rarely considered it, philanthropy is something that distinguishes potential employers for Gen Y. Millennials want to make a measurable difference with their work, and often enjoy participating in – or leading – corporate social and cause committees.

The bottom line: Put youthful passion to good use and leverage Gen Y’s enthusiasm for the causes your business supports.

5. Millennials are seasoned multitaskers.Ina2011surveyof5,000Americancollegefreshman80%ofrespondentsclaimed they use two or more devices while simultaneously watching TV.3 Growing up with technology has made Millennials much better multitaskers than previous generations. In fact, they get quickly bored and disengaged with a singular focus or project.

The bottom line: Give Millennials multiple deliverables due within reasonable timeframes so they can switch focus as it suits them.

• 62% of Millennials are connected wirelessly to the Internet when they are away from home or work• 88% text during this time away• 65% are disconnected only one hour per day or less

Source: The Millennials: Confident. Connected. Open to Change. Pew Research Social Trendshttp://www.pewsocialtrends.org/2010/02/24/Millennials-confident-connected-open-to-change/

1 The ‘New Collar’ Workforce. HR Council for the Voluntary & Non-profit Sector, 2009.2http://www.thespec.com/news/business/article/684393--jobless-gen-y-young-unemployed-and-giving-up-hope3FiveWaystoFriendtheClassof2015,Mr.Youth,2011.http://mryouth.hs.llnwd.net/o43/mry/Archives/Thinking/MrYouth_FiveWaysToFriendTheClassOf2015.pdf

Almost 70% of Millennials say that giving back and being civically engaged are their highest priorities.

Source: Leigh Buchanon, Meet the Millennials

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Negate the negatives1. Millennials are unlikely to rate their job as their number one priority.Millennials don’t define themselves by what they do as other generations are prone to do. They value their job, but not at the expense of family time, friend time, extra-curricular activities, travel and “me” time. The fact that most Millennials will not be willing to spend extra hours at the office or bring additional work home with them regularly is a reality that employers must accept in order to maintain the loyalty of top Millennial talent. In fact, Millennials often prefer to make less money and maintain a satisfactory work-life balance than to make more and sacrifice other aspects of their lives. The need for balance does not mean Millennials aren’t committed to work or unwilling to go the extra mile for pet projects.

The bottom line: Balance is non-negotiable for most Millennials, so it’s best to accept that most of them don’t live to work. Be clear about compensation for what can be accomplished during work hours and communicate realistic productivity expectations. Make work a place Millennials want to come and they will often willingly give you more.

2. Millennials are likely to resist traditional business practices. Millennialsjustdon’t“get”9-5.(Orworse,8:30-5:30!)Insomebusinesses, traditional hours are non-negotiable. If set hours are a must in your business, be clear with prospective employees during the hiring process and expect that Millennials will want to understand“why”.Wheneverpossible,offerflextime,morework-from-home days, 4-day workweeks and summer hours. Providing work is still getting done proficiently and on-time, one big benefit to modifying a traditional workweek is empowered, happier, healthier employees across all generations – not just Y. Increasingly, companies who allow employees to primarily work from home are saving money with smaller offices and minimizing their environmental footprint with less commuting.

Dressing for success has a new meaning today. Millennials want to dress casually so relax your dress code where you can, and ensure young employees understand when they can dress down (day to day) and when they must dress professionally (client meetings). Speaking of meetings, Millennials don’t like those very much either – at least ones that are unproductive for them. Try to use technology to connect more, and streamline traditional meetings. The bottom line: Make small changes where you can to relax non-essential rules providing productivity does not suffer. Organizations that do this successfully reduce turnover and increase engagement and morale across the company.

Young people want to be judged and rewarded based on results.1 Results Only Work Environments (ROWE) focused on performance (versus presence) are being increasingly adopted and have even proven to increase productivity and reduce turnover.2

Sources: 1. Cornelius, Marla and Wolfred, Tim. Next Generation Organizations: Nine Key Traits (San Francisco, CA: Compass Point Nonprofit Services, 2011). 2. Ferriss, Timothy. The 4-Hour Workweek: Escape 9-5, Live Anywhere, and Join the New Rich. Crown Publishers, New York, NY, 2007.

In a 2011 survey of over 4,000 Millennials across 20 countries, 95% of respondents said work/life balance is important to them and 70% said it’s very important.

Source: PriceWaterhouseCoopers – Millennials at work: Reshaping the workplace http://www.pwc.nl/nl/assets/documents/pwc-millennials-op-het-werk.pdf

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3. Millennials are not comfortable with autonomy.Where Generation X prefers to work with minimal direction, Generation Y requires precise instructions at the outset and regular feedback throughout a task. Though managers often find this exhausting, Millennials have a sincere desire to get the job done right the first time. Millennials are not afraid to ask for help if it will prevent a mistake or save wasted hours. The younger generation also has a great respect for Baby Boomers and many organizations set Boomers up as Millennial mentors – a profitable strategy since the key to a sustainable business is the transfer of knowledge.

The bottom line: Ensure managers understand that younger workers are more productive with frequent project checkpoints, whichmaymeana5-minutemeetingeverydayvs.a1-hourmeeting every week. Assess your performance review practices. Millennials want to know the moment they are not meeting expectations – not in year.

4. Millennials are inclined to change jobs every 18 months.Experience.comreportsthat70%ofGenYemployeesleavetheirfirst jobs within two years.1Thesamestudycitesthat60%arecurrentlylookingforanotherjob,despitethefactthat57%indicatethey are happy at their current job. How do employers combat turnover among Millennials? Jason Ryan Dorsey, author of Y-Size Your Business, says employers need to understand the difference between “retention” and “loyalty”. “Gen Y loyalty is based on an emotional connection to a company and its leadership, not a paycheck”, says Dorsey. Management needs to make a personal connection with employees, show them how their contribution is making a difference, and keep the lines of communication open.

The bottom line: Give Millennials more than money. Give them recognition, respect, and mentor them. Give them their birthday off. Think of them first as “people” rather than employees, and they will reciprocate by working harder for you longer.

5. Millennials are social individuals who place importance on a “fun” workplace.Millennials want work to be fun. And while older generations may roll their eyes, it pays off to have an engagement strategy centred around“fun”!Millennialsaremorelikelytostayloyalwhentheyenjoy coming to work – and they will work much harder for you, too. Keep morale high by getting creative - buy a pool table for the lunch room. Take everyone out for a movie. Have an impromptu dance or karaoke party in the middle of the workweek. No matter what works for your workplace, don’t discount how much being social contributes to the performance of your Gen Y employees.

80% of Millennials say they would prefer to receive feedback in real time.

Source: UNC Kenan-Flagler Business School and Young Entrepreneurs Council Study: http://onlinemba.unc.edu/mba-at-unc-blog/geny-in-the-workplace/

1http://www.experience.com/corp/press_release?id=press_release_1220541662048&tab=cn1&channel_id=about_us&page_id=media_coverage_news

Millennials change jobs every 1.6 years compared to every 4.1 years for Baby Boomers.

Source: J. Walter Thompson, 2008 survey

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The bottom line: Positivity breeds more positivity, and happy Millennials who love your workplace culture are better performers.

Results-driven solutionsRecruiting

Ceridian Recruitment Process OutsourcingSelect only the services you want from our complete line of pre-recruitment, recruitment and post-recruitment offerings, from candidate sourcing and pre-screening to hard-to-fill positions and background checks. Advertise where Millennials job search, position your brand and culture to attract young workers, ask targeted questions to uncover the work ethic of Millennials candidates, and much more.

Ceridian Recruiting on DemandRecruit Millennials (and all generations) for entry level, customer service and administrative positions. You only pay for the service when you use it with no minimal use requirements - and you keep all of the resumes received.

Ceridian Employee ScreeningSave time and money by hiring Ceridian to contact references and verify qualifications and other key candidate information. We conduct reference, past employment, education, criminal record, and credit checks as well as obtain driver’s abstracts. Ceridian Staffing SolutionsManageseasonalfluctuations/hiringcyclesandrespondtounexpected staffing needs with term, direct placement and contract professionals at all levels – from entry to senior management. Ceridian Applicant TrackingFind,assessandhiretoptalentfasterandeasier.OurApplicantTracking System includes requisition approval, employee referral management, internal candidate tracking, assessments and job posting.

Talent Management

Ceridian Performance ManagementMuch more than an automated process to expedite performance reviews, Ceridian Performance Management establishes employee performance goals that support your business objectives, generates hard data on competencies to drive targeted development plans, and allows you customize the process to suit Millennials, who demand rich and frequent feedback with actionable information.

“Only a small percentage of organizations have implemented strategies to maximize the loyalty and value of Millennial talent. This represents an opportunity for companies to gain a competitive advantage in this space today.”

Maurice FernandesStrategic Recruitment Initiatives ConsultantCeridian Canada Ltd.

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Ceridian Learning ManagementTurn today’s entry-level Millennials into tomorrow’s leaders. Create a targeted, adaptive and cost-effective training programs that foster active employee participation in the development of the skills and knowledge that will maximize their contribution to your company’s success.

Ceridian Succession ManagementBuild and maintain a highly effective team—at all levels and across all generations. Prime Millennials to take your company into the future, prepare tomorrow’s leaders in direct relation to business goals, track the experience of every employee to optimize their contributions, and promote from within based on specific, must-have criteria.

Training

Training and Employee DevelopmentCeridian offers a wide variety of courses to help refine skills, increase knowledge, gain confidence, and improve productivity. Programs include Manager Essentials, Change Management, Productive Workplace and more. Millennials are particularly eager to apply concepts learned in our Organizational Wellness Seminars such as Overcoming Burnout, Personal Budgeting, Balancing Work and Personal Life, Understanding Stress and Increasing Resiliency and many more.

WHY CERIDIAN?• Reliable Partner • Integrated, Scalable Solution• Service Excellence• Proven Expertise

CERIDIAN HELPS CLIENTS OF ALL BUSINESS SIZES TO:• Enhance Your Financial Performance• Manage Your Risk• Focus on Your Core Business• Optimize Deployment of Your Workforce

OUR SOLUTIONS:Our solutions achieve this by finding, paying, deploying, developing and engaging talent through advanced, highly-customized HR solutions, payroll solutions, workforce management solutions and a full range of HR & payroll administration, outsourcing and consultation services.

Ceridian offers people and payment solutions, which result in savings up to 60% for organizations of all sizes. A trusted partner to 42,000 Canadiancustomers, Ceridian offers a comprehensive range of solutions from payroll services, recruitment and staffing, to EAP, learning & development, andworkforce and talent management. Call 1-877-CERIDIAN or visit ceridian.ca.

Ceridian has a full suite of HR/Payroll Solutions to serve you.– HR, Payroll and Workforce Management

For more information contact us by telephone or visit our website: Ceridian Canada | 1-877-237-4342 | www.ceridian.caCeridian and the Ceridian wordmark are registered trademarks of Ceridian Corporation.© 2012 Ceridian Canada Ltd. All rights reserved.