Global Insights to Attracting and Engaging With Millennial Talent

Attracting & Retaining
Millennial Talent
Global and Regional Insights
October, 2014
Claudia Tattanelli

2universumglobal.com
For 25 years, we’ve been committed to
research & understand factors behind
successful Employer Brands.
Research Analysis Activation
INTRODUCTION

1 Key Items on Companies Agenda 2014
2 Millennial Talent Trends: What do they want out of their
careers & from employers today?
3 Going from Good to Great in 2015: Tactics and best
practices to improve your employer brand and activation strategy

Key Items on Companies Agendas
Public information
 Attractiveness in your target audience
 Challenges in the Recruitment Funnel
 What is attractive within your target audience
 Brand perception of you as an employer
 Competitor analysis
 What communication channels are most efficient
Translating complex brands
to the employer branding
space
Understanding and capturing
Millennial´s-
Differentiation/ Authenticity
Future Proofing the company’s
success with Top Talent-
Capturing the Game Changers
Global workforce planning,
Creating your own Global
Talent Pools
Effectively Using Social Media
to Engage in Conversations
with Millennial`s
Diversity and Inclusion
Assessing cultural fit
Leveraging the strength of a global
brand locally-Translating complex
brands -Localising EVP

5
The world is changing at a
Rapid Pace….
And you need to keep up
Future-proof your brand
with top talent

Market Transitions Underway
MARKET TRANSITIONS UNDERWAY
Music
News
Technology
Books
TV
Movies
Airlines
Banking
Retail
Autos
Healthcare
Pharma
Public Sector
Service Providers
Utilies
Source: Cisco
MORE
STRESSED
LESS
STRESSED

Having talent with great ideas can make a big difference…
SETTING THE STAGE
Founded 1889
$13.3 Billion Revenue
63,900 Employees
13 Employees
2003
Filed for
bankruptcy…
Founded 2010
Acquired for $1 Billion by
Facebook
30 Million Users
April 2012
20122012
or
Jan Apr

Locating your Talent - Repatriate Overseas Talent to Home
Markets
Global Mobility
- Enable talent diversity and broader perspectives
- Ensure stronger talent leadership and communication skills
- Build a sociocultural understanding of multiple markets
Shift from tactical to strategic recruiting
- Acquire unique skillsets and competencies
- Global mindsets
- Securing top performers who tend to study abroad
51%
Of the students
studying in their home
country plan to go
abroad to continue
studying

Why comunicating on social media is so important in order
to build your talent pool and communicate with Millenials?

The importance of Social Media
Activation – social media
10
Public information
2013
Online and Social Media!
Will get a bigger pie of the
communication budget:
Online spend will increase from 29%
to 30% and Social media will get
26% of the budget (up from 16% in
2012)
2015
Corporate Website is King!
86% says it will use it to promote their
employer brand
Social Media Spend will jump
16%
Budget in 2012
26%
Budget in 2015
Which of the following communication channels will your organization use to promote its employer brand during
2013?
How is your communication budget allocated this year? How will it be in 3 years time?

Daily Screen Use vs. Global Media Spend – 2013/2014
Smartphone
Tablet
TV
Laptop
Daily Screen Minutes
Smartphone &
Tablet
TV
Laptop
Global Media Spend
Source: Millward Brown, AdReaction 2014
35%
12%
27%
26%
66%
29%
4%47%
Smartphone & Tablet
Daily Screen minutes
Smartphone & Tablet
Global Media Spend

12
• Have you searched for information about employers through these online networks/communities?
• Do you follow employers on these online networks/communities?
• Have you received information from employers through these online communities?
• How do you feel about receiving employer information through the following online communities?
• Average results for the markets included in this report.
Student-employer interaction on LinkedIn
2014 | Students | Business/Commerce
88%
Students looking for
employers on LinkedIn
Employers approaching
students on LinkedIn
77%
69%
of the students have searched
for information about employers
through LinkedIn
of the students are following
of the students have received information
from employers on Facebook
I like it very much
I like it somewhat
I dislike it somewhat
I dislike it very much
How do students feel about it?
63%
33%
3%

STUDENT PREFERENCES
92%
students on LinkedIn
89% 74%
through LinkedIn
from employers on LinkedIn
65% in Saudi Arabia82% in Saudi Arabia
76% in Saudi Arabia
Student-employer interaction on LinkedIn UAE

STUDENT PREFERENCES
Student-employer interaction on Facebook UAE

15
Student-employer interaction on YouTube
37%
employers on YouTube
students on YouTube
63% 14%
through YouTube
from employers on YouTube
employers on YouTube

16
Student-employer interaction on Twitter
57%
employers on Twitter
students on Twitter
67% 28%
through Twitter
from employers on Twitter
employers on Twitter

17
your Employer
Branding strategy
EVP: the core of the employer brand
2014 | Students
The core of is your
Employer Value
Proposition (EVP).
EVP
ATTRACTIVE*
TRUE
CREDIBLE*
DISTINCT*
SUSTAINABLE
EMPLOYER
VALUE
PROPOSITION
EMPLOYER
BRANDING
STRATEGY
EMPLOYER
VALUE
PROPOSITION
• ALL EMPLOYERS HAVE AN
EMPLOYER BRAND.
• THE BRAND HAS AN
INTERNAL AND EXTERNAL
PERSPECTIVE.
• THE CORE OF THE
BRAND IS THE EVP.
• AN EFFECTIVE STRATEGY
NEEDS A SOLID
FOUNDATION.

Profile
Vision and
aspiration
Identity
The image, career and
opportunities your
company can offer
Image
The external view
and position of your
company
“Who people think you are”
“Who you want to be”
“Who you really are”
As defined and experienced by
employees
Senior management’s long-term
planning and goals
Students and young
professionals
Developing your Employer Brand
Consumer brand
Corporate communications

ProfileIdentity
Image
The Employer Branding process is the process of creating a stronger and
more consistent global Employer Brand and identify the specific local
adaptations .
ProfileIdentity
Image
19
Phase 2. Decide and Develop your employer brand
INTRODUCTION
DISTINCTIVE
COMPETITIVE
THRESHOLD

20
• Universum help top employers around the globe to develop their
global EVP and to localise it depending on market differences.
Two imperatives for constructing a global employer brand
2014 | Students
Define a single Global EVP Tailor the message as needed to local
geographies/talent sectors
Universum strongly recommends that employers
develop one EVP to be used on a global level
as the core of the employment brand
The global message can and should be customised
to local market needs. Communications and
messaging can be tailored to target groups while still
maintaining the core message of the overall EVP.
Consistent messaging Customised message
Imperative #1 Imperative #2

How is an EVP turned into actual communication?
EVP DEVELOPMENT
INTERNAL
 Training sessions
 Office Activation
 Internal meetings
 Ambassador
activities
AC T I V AT I O N P L AT F O R M
E V P
EXTERNAL:
OFFLINE
 On-campus tours
 School lectures
 Job fairs
 Recruiter training
EXTERNAL:
DIGITAL
 Social Media
 Mobile
 Career Website
 Campaigns

The goal: Consistency and Differentiation

Millennials | Who are they?
2.3 Billion Population worldwide!
Turnover rate twice of older
workers
For an organization of
1000s of people the cost of
replacing millennials could
be millions annually
50 %
• Would rather
have no job
than a job
they hate
80%
• Think they
deserve more
recognition
than they get
75%
• Are not
completely
satisfied with
their jobs
33%
• Choose
recognition
over higher
pay
90%
• Sleep with
their phone
next to them

Generation why?
The war for Talent is over, Talent won
Of the students in the world
believe that their work
should be a part of who they
are
85%

On a quest for meaning
They are eager to change
the world and want to join
a company that shares
their same vision
Gen Y
Gen X

Focus on the why – Project Purpose in your EB messaging
PURPOSE DRIVEN BRAND
29

Projecting a Purpose Driven Brand
GOOGLE & UNILEVER PURPOSE DRIVEN EXAMPLES
Evolving from a culture driven brand to a purpose driven brand…
Example: Google and P&G Email Signature & Unilever Linkedin Page

Whats on millenials minds?
31
They want to Feel secure or
stable in their jobs.
They rather have no job at
all then a job they hate!
Wanting to work for a company that is
inclusive, has a friendly working
enviornment and that has great
respect for its people.
Working for a company that enables –
innovation and has a creative &
dynamic working environment
They want to work for challenging work
environments OR ...
for a start up or for themselves....
In 2014....

33
YOUR TARGET GROUP’S MIND | ENTREPRENEURIAL SPIRIT | BUSINESS STUDENTS
26%
20% 20% 19%
17%
14% 14%
Countries with the highest
share of students who would
like to work for a start up or
start their own business
The UAE has a high share of
students who want to work for
a start up or start their own
business after graduating
1. Optimize your EVP and Messaging
to include Culture and Purpose
2. Provide Intrapreneurship, Create a
sense of Empowerment and Offer
Opportunities for Social
Responsability

34
Creative & Dynamic, and Entrepreneurial Opportunities
Who does it well?

Creative & Dynamic Working Environments
http://www.inc.com/worlds-coolest-offices-2014.html?cid=sf01002

36
WORK/LIFE Balance is # 1 Career
goal for students Globally
An employer who is seen to provide work
life balance is seen to offer much more
than just flex time ... it´s more about
offering a friendly working environment,
respecting your employees and their
differences.
It´s all about providing an inclusive
environment

STUDENT PREFERENCES
Attractive career goals per market | International comparison | Business students
1 1 1 1 1
2
7
5
6 6
3
9
3
4
5
4
6
4
5
3
5 5
8
7
4
UAE nationals France Germany UK US
To have work/life balance
To be entrepreneurial or
creative/innovative
To be a leader or manager of
people
To be competitively or
intellectually challenged
To be dedicated to a cause or to
feel that I am serving a greater
good

STUDENT PREFERENCES
Attractive career goals per market | International comparison Engineering students
1 1 1 1 1
2
6
2
4
2
3
4
3
8
6
4
7
6
2
55
2
9
5
3
UAE
nationals
France Germany UK US
To have work/life balance
To be secure or stable in my job
To be a leader or manager of
people
To be entrepreneurial or
creative/innovative
To be dedicated to a cause or to
feel that I am serving a greater
good

Career goals of students across Middle East | Business and
Engineering
UAE nationals compared with students in Egypt, Saudi Arabia and Lebanon
The Top 3 long term Career
Goals for Business students
in Middle East:
1. To have work/life balance
2. To be entrepreneurial or
creative/innovative
3. To be a leader or manager
of people
Regional Differences:
• In Egypt, Saudi Arabia and
Lebanon it is important for
students to have an international
career.
• UAE national students look the
most for competitive/intellectual
challenge compared with Egypt,
Saudi Arabia and Lebanon.
• Saudi Arabian engineering
students want to be
technical/functional experts.

Work/Life Balance - Diffferent Regions
39%
19%
33%
17%
40%
19%
30%
16%
37%
23%
28%
14%
Respect for its people Enabling me to integrate
personal interests in my
schedule
Flexible working conditions Control over my number of
working hours
UAE Saudi Arabia Lebanon

Diversity: the visible and invisible aspects
But
underneath
is a much
BROADER
concept
INVISIBLE
diversity includes
all aspects of
CULTURAL
diversity (personality,
education, nationality,
disability, sexual
orientation, accent, work
experience, socio-
economic background,
etc.)
Visible diversity is Age,
Ethnicity, Gender…
Are some of the
VISIBLE aspects of
diversity

Match employers’ culture with Millennials’ personality
“Which of the following aspects of your future employer’s culture should match your personality?”
10% 20% 30% 40% 50% 60% 70%
FRIENDLINESS of people
The view on EQUALITY/DIVERSITY
The level of EMPOWERMENT of the employees
Organizational structure
Style of office environment
General brand image
The level of entrepreneurship
The level of formality (communications/dresscode)
Global Africa
APAC CEE
Latin America Middle East
North America Western Europe
+12% among women!
More important
in APAC and
CEE
More important in Latin
America AND Middle east
More important in:
Africa
North America
Western Europe
More important
in APAC and
CEE
More important
in Latin America

STUDENT PREFERENCES
Who does it well?
Work/Life Balance and Respect for its People

Best practice – Having ”Respect for People”
Examples of infographic uploaded on
P&G’s career facebook page,
Danone’s coprorate website and
Google’s Official blog – celebrating
pride and Gayglers (LGBT Googlers),
Goldman Sachs Diveristy Event.

Microsoft: Best Practice in CSR Initiatives
48http://www.microsoft.com/about/corporatecitizenship/en-us/youthspark/youthsparkhub/
“Microsoft YouthSpark is committed to helping
young people capture opportunity. Use our
programs to learn skills, to prepare for the jobs
of the future, even to start your own business.
YouthSpark was created for you.”
“YouthSpark helped
me recognize my
passion for computer
science,
and now I'm using my
skills to help other girls
discover theirs.”

Millennials’ biggest fears across regions
0% 10% 20% 30% 40% 50% 60%
That I will get stuck with no
development opportunities
That I won't realize my career goals
That I won't get a job that matches
my personality
That I will underperform
That I will work too much
That I will not get the chances I
deserve because of my ethnic
bakground
Africa
APAC
Centreal & Eastern
Europe
Latin America
Middle East
In Western Europe and
Middle East,
Millennials are very
concerned about the
“cultural fit” (a job that
matches their
personality).
.

50
TOP ATTRIBUTES
most important to
students

TOP ATTRIBUTES FOR 2014 BUSINESS
51
#1
#2
#3
Professional Training &
Development
A creative and dynamic
work environment
Leaders who will support
my development
Growing everywhere
in 2014 is
CSR
#1
#2
#3
A friendly work
environment
work environment
Professional training and
development
High future earnings
my development
#4
#5
UAEGlobally

Top attributes for 2014 Engineering
52
Professional training and
development
work environment
A friendly work
environment
my development
Same important attributes among business and engineering students, but
with a different priority
Creative and dynamic
work environment
Professional Training
& Development
Challenging Work
UAEGlobally

53
Best Practices: Professional Training and Development
Who does it well?
“Put on your Facebook page… The
best advice (in one sentence) a
CEO or manager have been giving
in his her carrier.” –

55
A top attribute of business students globally –
they are looking for leaders in an organization
that they can look up to, and leaders who can
support them, mentor them. How can you communicate
this?
Leaders Who Will Support my Development
Who does it well?

56
A top attribute of students globally –
they are looking for leaders in an
organization that they can look up to,
and leaders who can support them,
mentor them. How can you
communicate this?
Leaders Who Will Support my Development
Who does it well?

What do Millennials expect from a good leader across different
regions?

Projecting Fun, Relaxed
creative work environment

Top attributes students want from employers across Middle East
Professional Training
& Development
Opportunities for
international
travel/relocation
#1
#2
#3
Top 3 Attributes students in
Lebanon:
Development
work environment
A friendly work
environment
#1
#2
#3
Saudi Arabia:
Development
work environment
Opportunities for
international
travel/relocation
#1
#2
#3
Egypt:

International Opportunities are top
career goals for students in Egypt,
Lebanon and UAE non-nationals
International Opportunities are important to
Who does it well?

Your target group’s mind | What makes an employer attractive
in the region
universumglobal.com
x
“Do’s”
AND “DONT’S”

Suggestions from Students in UAE
“Pay more
attention to
sustainability.”
UAE National
“Be more caring
towards
employees.”
UAE National
“advertise what
opportunities are
offered to students.”
UAE Non-National,
“Provide
professional
training”
UAE National
“Provide
unconventional
working environment
that is fun and
creative.”
UAE Non-National
“Offer better
salary options
and opportunities
for recognition.”
UAE National
RATIONAL MOTIVATIONS VS EMOTIONAL MOTIVATIONS

How can my organization gain a talent advantage?
1 DEFINE A STRONG VALUE
PROPOSITION
2 OPTIMIZE YOUR ACTIVATION
STRATEGY
To influence the brand, employers
need an Employer Value Proposition
(EVP) which should be attractive to
the target group, true – which
means that it’s recognized internally,
distinct – giving the organization an
edge; and sustainable and visionary
– meaning that it’s supported by the
top management.
To be able to communicate to your
target group your value proposition,
you need a strong activation plan
that allows you to achieve your
goals, while being sure that you
coverage your target group (reach),
that your message resonates
(impact) and that’s it’s consistent
(frequency).

Best Practice – Localize your Messaging
65

Best Practice: Emirates Airlines, Localizing Messaging
http://www.emiratesgroupcareers.com/flas
h/mediaplayer/media_player.aspx?video=
National_REC_update_Final.mp4
UAE National Career
Opportunities Website
Website dedicated to
career opportunities for
UAE Nationals at
Emirates Group. Best
Practice in Localizing
Message to Target
Audience and what is
appealing to specific
groups of students in
each country, area of
study, nationality and
age group.

SUGGESTIONS FOR IMPROVEMENT – STUDENTS
• SAMPLE QUOTES FROM “LOST” STUDENTS | WHAT SHOULD SHELL IMPROVE | BUSINESS
“I haven’t heard much
about employment
opportunities”
“Communication”
NATIONALS VS NON-NATIONAS
Advertise about the
opportunities offered.
Better salary and help us to
undersatnd our futuer at the
company.
Employ more top
talent.
Give better treatment to
new comers and for
talented workes.
Accept entry-level
gradautes.
Benefits, secure
employment,
stability.
Caring for employees.
Respect for people.
Accept expats, minorities.
Have better opportunity for
development.
Corporate social
responsability.
Have flexible
working
environments.
Provie faster
advancement.
Provide more
opportunities for women.

SUGGESTIONS FOR IMPROVEMENT – SAUDI STUDENTS
• SAMPLE QUOTES FROM “LOST” STUDENTS | WHAT SHOULD SHELL IMPROVE | BUSINESS
“I haven’t heard much
about employment
opportunities”
“Communication”
FEMALE STUDENTS VS MALE STUDENTS
I want to work for a
fun working
environment.
Lack of creativity.
Accepting of other
nationalities.
Better salaries and
compensation.
Better working
conditions and
welfare package.
Want to work for
more prestigous
employer.
Focus on innovation.
Gender Equalization.
Improve on gender
equality.

universumglobal.com
2. Global values translated in local
authentic messages
1. Differentiation and inclusivness
Relevance to Resonance: Going
from explaining to audience what
you do to why you do it
3.
Summary --- Developing your Messaging & EVP “
My ideal internship would
be with GE’s Health
Imagination Branch or the
Coca Cola Ethos Project….
I want the opportunity to be
part of an initiative that is
doing extraordinary things”
Student
1.

70
Going from Good to Great
Activation Strategies
 Communicating with talent in the digital age
 How do you stand out from your peers in the
recruitment process?
 How do you embrace storytelling in your
communication to make sure your messages
resonate with the target group?

71
• *http://www.timeinc.com/pressroom/detail.php?id=releases/ti
me_inc_study_digital_natives.php
Capturing the attention of the millennial generation requires
comprehensive reach across channels
Time Magazine
finds that the
average “digital
native” switches
among media
platforms 27 times
per hour*
”

THE GOAL: CONSISTENCY AND DIFFERENTIATION

73
• Which channels do you use in general to learn about potential employers? Choose as many as applicable. • The data comes from the Universum Student Survey.
Student behaviour across different types of channels
79%
When learning about potential employers...Keep in mind: Cost level
of the students use
in-person channels.
74% of the students use
print channels.
They use a combination of
print, digital and in-person
channels when learning
about potential employers.
Different channels have
very different costs!
On average, students use
different channels to find
information about
employers.
9,5
Relatively low costs
Moderate costs
Relatively high costs
86% of the students use
digital channels.

74
• Sources:
http://fora.tv/2013/09/18/Social_Storytelling_Make_Branded_
Content_Go_Viral
Successful stories reach across all channels and types of
content
2014 | UK | Students | Engineering/IT
Examples of best practice storytelling
What is the
advertisement
product of the
future? Good
content-driven
storytelling.
Jon Steinberg,
President, Buzzfeed*
Virtual guides to your
corporate campus
”Employee testimonials Live webinars/Q&As
"Destination“
Facebook pages
Behind-the-scenes-looks
at company innovations
Online contests
?!

75
• Do you have any best/worst practice examples of employer activities in social media? Best practices:
Best practices on Social Media
“Prompt and
honest responses”
“posting of
available job
openings”
“Friendly attitude, which
makes me feel like their
workplace is an attractive
prospect”
“Always up to date with
what's happening in the
business.”
“Information about interesting projects career
prospects presented as an easy to understand
infographic.”
“Case studies on
Facebook
LinkedIn”
“being active and posting
updates frequently”
“Quick response”

76
• Which employer has impressed you the most with its campus recruitment activities in the last 12 months?
• Why?
• Data based on UAE, Lebanon, Kuwait , Egypt, Qatar
Best recruitment activities on campus (Middle East region)
Why?
“They sent in some of their best
Managers to talk us through their
learning and life experiences and
how much working for PepsiCo has
improved their personally and on a
professional level.”
“They made a lasting
impression on all the students.
They were laid back and
relaxing with a friendly attitude
offering career opportunities
and encouraging everyone to
apply, not just the ones on the
honor roll
“focus on
students and
what they
want.”
“because they had a
presentation that explained
everything in regard to the
process and what they want
to see in the candidates”
”The person representing the company was
interested to talk to us”
”They are always present in student
conferences and other events. They make
me feel as a student that they like us UAE
students and care about us.. Unlike most of
other employers.”
“They came to the university and
taught the students valuable skills.”

77
• Which employer has had the best employer advertising in the last 12 months?
• Where were you exposed to that advertising?
• Data based on UAE, Lebanon, Kuwait , Egypt, Qatar
The best employer advertising reaches across multiple
channels (Middle East region)
Most used channels for top employer advertising:
1. Online networks/communities (43%)
2. Banners on websites (30%)
3. Student and career magazines (23%)
4. Outdoor advertisement (23%)
5. Search engine marketing (15%)
6. Targeted emails (15%)
7. Video hosting websites (e.g., YouTube,
vimeo, youku, etc.) (15%)
8. TV (13%)
9. New print media (11%)
10. Mobile apps (9%)

Student Competitions & Games to Engage with Talent – Best
Practices on Social Media
 Employers should provide
contests and challenges to
develop our skills.
 Provide practical CV tips and
interview advice!
 Put up games and competitons on
social media.
What do students
recommend?

Best Practice Case: Microsoft Facebook Careers
Activation – social media
79
The companies who are working with social media see a huge first-mover
advantage in building up an engaged following of candidates, influencers and
advocates.
Microsoft Career Page:
 Strong purpose
driven message
highlighting the
importance of its
employees in
making a difference
– creating something
 Links to Youtube
Channel
 Clear link to search
for jobs

Utilizing Multiple Communicationg Channels to Connect with Talent
and to tell J&J’s story
“Have a real presence on
Twitter and a fan page on
Facebook. These are two
platforms that students consult
when seeking employment. They
are real showcases for the
companies.” - Male student from
France.

GE Maximizes the Channels it uses to reach its audience on line
81

The Game-Changers care about your “stars” and what you do…
82
Top talent like Rockstars & Causes
• Intel Rockstar - http://www.youtube.com/watch?v=tzsa4Byrso0
• GE Ecoimagination - http://www.ge.com/about-us/ecomagination

83
• Do you have any best/worst practice examples of employer activities in social media? Worst practices:
What to avoid in Social Media
“Not very
detailed and
helpful”
“Hosting competitions
that are not
informative at all.”
“not responding to
comments”
“Rude behaviour, too serious,
completely business oriented on a
social networking site.”
“Vague job postings”
“they ignore the
messages”

THE 70-20-10 MODEL: A TRUE BEST PRACTICE
• *Source: Coca-Cola 2020. Initiative; Charles Jennings;
• Fuse Universal;
http://money.cnn.com/2005/11/28/news/newsmakers/sch
midt_biz20_1205/
10% Are we tracking
“what’s next”?
Are we staying on
the cutting-edge
of online
branding?
Are we executing
against core
online and offline
activities?
IDEAL SHARE OF
BUDGET
THINK ABOUT
OVER
THE
HORIZON
INNOVATIVE
CORE
20%
70%
universumglobal.com

85
• Below are some innovative ways employers are looking to connect with top talent online. Which of the following channels would you use the
most to interact with potential employers if they were more readily available? Please select a maximum of 3 alternatives
Inspiration: new innovative channels students want to use to interact
with employers
Virtual
mentoring
programs
31%
Internet contests/
games/mini-projects
30%
Online information
sessions/Interactive
webinars
43%
Virtual
career
fairs
52%
30%
Video
interviewing
Virtual
internship
programs
46%

ACTIVATION - TOP TALENT
1. Global Internships
2. Interesting dinners – discuss relevant
topics with inspiring members of the
organization
3. Engage in Social media – an optimal
tool for storytelling and for spreading
authentic stories about the workplaces.
It is a necessary part of building and
maintaining relationships.
4. Case Competitions – give top talents
the opportunity to be intellectually
challenged
5. Tours of Corporate Offices – show
your innovations and corporate culture
through tours for talent to visit your
offices
2.
Go beyond traditional channels to
appeal to top talent and above all…
dare to be different
Tell them about the cool stuff you
are doing – they want to know!
Utilize both a High Tech High
Touch approach
1.
3.
ACTIVATION Tactics for Attracting Top Talent
“I’m not so focused on a specific company, I want
to meet them face to face and learn more!”
Employ your star players in the recruiting
process
By showcasing your A-players, you will see
that other top talent will come to you.
4.

Global Insights to Attracting and Engaging With Millennial Talent

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Global Insights to Attracting and Engaging With Millennial Talent