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Recruitment Marketing
& Millennials:
 Branding Your Company as the
      Employer of Choice
                                #MegaMashup
    By Adam Singh – President
        @InternEdge
        @AdamHSingh
Top
Millennial
Talent Over
Your
Competitors

   Photo credit: William & Mary Law Library
Traditional Recruiting
Playbook is Broken




                         Photo credit: trieu88
Disruptive
Technology




   Photo credit: Intersection Consulting
Game Changer




               Photo credit: fredcavazza
Takeaway #1:
Heroes know social
media has changed
the recruiting game.

         #MegaMashUP
Optimize the
Millennial Experience
Gather Millennial Intel




                    Photo credit: FlyingSinger
Employment Status
                Off-Campus Job                                             40.9%


                On-Campus Job                                      29.7%


         Currently Unemployed                              21.4%

Periodic Work (Babysitting, Yard
                                                   10.4%
    Work, Web Design, Etc.)

                 Paid Internship             5.7%


           Internship for Credit          3.9%


   Self-Employed/Own Business             3.7%



                             Base: 496 College Students
Looking for a Job


Yes                                           60%




No                                      40%




           Base: 496 College Students
How Long Students Have
           Been Looking for A Job
1 month to less than 3 months                                            34.3%


            Less than 1 month                                    24.5%


3 months to less than 6 months                                21.0%


  6 months to less than 1 year            10.3%


              1 year or longer             9.9%




                                 Base: 496 College Students
Attitudes Toward Careers
    I have become more interested in
                                                                                                          3.4
   pursuing a passion than a paycheck
  I would rather wait it out for a job
that's right for me than settle on a job                                                       3.3
              simply for pay
   I would rather focus on work that
inspires me than think about investing                                                    3.2
           in a lifelong career
          I'll take anything just for the
                                                                                         3.2
                     experience

 I'll take anything I can get just to pay
                                                                                   3.1
                 the bills


            I am too talented to settle                                     2.9



                                             Base: 496 College Students.
                  Based on scale of 1-5 where 1 is “Not at all like me” and where 5 is “A lot like me.”
How Likely To Achieve
          Their Personal Goals
                   Likely                                 90%




Neither Likely or Unlikely        6%




               Not Likely        4%




                             Base: 496 College Students
Resources Find Useful
                in Their Job Hunt
                Company Websites                                                71%
                           Friends                                           65%
                   Job Search Sites                                         62%
               Teachers/Professors                                       57%
Professional Organization Websites                                      56%
        Past Employers/Internships                                      55%
                           Parents                                    52%
                     Career Center                                   50%
                        Career Fair                                 48%
             Other Family Members                                  47%
                   Social Networks                               42%
Help Wanted Ads in the Newspaper                                41%
                           Siblings                          35%



                                Base: 496 College Students
Factors That Are Important
       When Selecting A Job
Experience I am gaining from my job                                   18.1%

                   Ability to be me                                15.6%

                           Location                         5.8%

         Benefits offered at the job                      4.5%

             Money I get for the job                      4.5%

Opportunity for advancement/growth                  3.3%

                Flexibility of hours              2.5%



                             Base: 496 College Students
Interest In A Mentoring
                Relationship
     Very Interested                                      63%



Somewhat Interested                              30%



  Not too Interested    4%



Not at All Interested   3%




                             Base: 496 College Students
Personas
→ Fictional
  Characters
→ Ideal
  Employee
  Profile
→ Demographics
→ Online
  Behavior
Takeaway #2:
Heroes optimize the
experience using
millennial intel.

         #MegaMashUP
Recruitment Marketing




                        Photo credit: Pro1pr
Benefits of
Recruitment Marketing
              Organically
               Attract
              Build a
               Subscriber Base
              Everyone
               Involved

                          Photo credit: lumaxart
Measure & Refine
Social Media Engagement
Takeaway #3:
Heroes measure
everything.



         #MegaMashUP
Personalized Recruitment Marketing =
Competitive Advantage = Winning!
Thank You!


Watch the video presentation and download your copy of the
PowerPoint slides at InternEdge.com/Millennial-Mega-MashUP




        Learn how to get your copy of “The YPULSE Report –
        Education, Employment, & Finances” by clicking here.
Are you winning the top Millennial
  talent over your competitors?

The InternEdge Talent Community platform
provides you with everything you need to attract
the brightest students while reducing both your
recruitment marketing costs and time-to-hire.

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Recruitment Marketing and Millennials: Branding Your Company as the Employer of Choice

  • 1. Recruitment Marketing & Millennials: Branding Your Company as the Employer of Choice #MegaMashup By Adam Singh – President @InternEdge @AdamHSingh
  • 2. Top Millennial Talent Over Your Competitors Photo credit: William & Mary Law Library
  • 3. Traditional Recruiting Playbook is Broken Photo credit: trieu88
  • 4. Disruptive Technology Photo credit: Intersection Consulting
  • 5. Game Changer Photo credit: fredcavazza
  • 6. Takeaway #1: Heroes know social media has changed the recruiting game. #MegaMashUP
  • 8. Gather Millennial Intel Photo credit: FlyingSinger
  • 9. Employment Status Off-Campus Job 40.9% On-Campus Job 29.7% Currently Unemployed 21.4% Periodic Work (Babysitting, Yard 10.4% Work, Web Design, Etc.) Paid Internship 5.7% Internship for Credit 3.9% Self-Employed/Own Business 3.7% Base: 496 College Students
  • 10. Looking for a Job Yes 60% No 40% Base: 496 College Students
  • 11. How Long Students Have Been Looking for A Job 1 month to less than 3 months 34.3% Less than 1 month 24.5% 3 months to less than 6 months 21.0% 6 months to less than 1 year 10.3% 1 year or longer 9.9% Base: 496 College Students
  • 12. Attitudes Toward Careers I have become more interested in 3.4 pursuing a passion than a paycheck I would rather wait it out for a job that's right for me than settle on a job 3.3 simply for pay I would rather focus on work that inspires me than think about investing 3.2 in a lifelong career I'll take anything just for the 3.2 experience I'll take anything I can get just to pay 3.1 the bills I am too talented to settle 2.9 Base: 496 College Students. Based on scale of 1-5 where 1 is “Not at all like me” and where 5 is “A lot like me.”
  • 13. How Likely To Achieve Their Personal Goals Likely 90% Neither Likely or Unlikely 6% Not Likely 4% Base: 496 College Students
  • 14. Resources Find Useful in Their Job Hunt Company Websites 71% Friends 65% Job Search Sites 62% Teachers/Professors 57% Professional Organization Websites 56% Past Employers/Internships 55% Parents 52% Career Center 50% Career Fair 48% Other Family Members 47% Social Networks 42% Help Wanted Ads in the Newspaper 41% Siblings 35% Base: 496 College Students
  • 15. Factors That Are Important When Selecting A Job Experience I am gaining from my job 18.1% Ability to be me 15.6% Location 5.8% Benefits offered at the job 4.5% Money I get for the job 4.5% Opportunity for advancement/growth 3.3% Flexibility of hours 2.5% Base: 496 College Students
  • 16. Interest In A Mentoring Relationship Very Interested 63% Somewhat Interested 30% Not too Interested 4% Not at All Interested 3% Base: 496 College Students
  • 17. Personas → Fictional Characters → Ideal Employee Profile → Demographics → Online Behavior
  • 18. Takeaway #2: Heroes optimize the experience using millennial intel. #MegaMashUP
  • 19. Recruitment Marketing Photo credit: Pro1pr
  • 20. Benefits of Recruitment Marketing  Organically Attract  Build a Subscriber Base  Everyone Involved Photo credit: lumaxart
  • 24. Personalized Recruitment Marketing = Competitive Advantage = Winning!
  • 25. Thank You! Watch the video presentation and download your copy of the PowerPoint slides at InternEdge.com/Millennial-Mega-MashUP Learn how to get your copy of “The YPULSE Report – Education, Employment, & Finances” by clicking here.
  • 26. Are you winning the top Millennial talent over your competitors? The InternEdge Talent Community platform provides you with everything you need to attract the brightest students while reducing both your recruitment marketing costs and time-to-hire.

Notas del editor

  1. What does this mean?Sounds good.Buzz words. But why should you care?
  2. Hiring the smartest millennial talent over you competitors. Who you hired yesterday, hire today, and hire tomorrow set you apart from your competitors. They help set you apart in a way that you lead the competition or trail the competition. Either way, who you hire has bottom line implications.Why are we having this conversation today? This has always held true…
  3. What you did 10 years ago, 5 years ago, is no longer effective. In the past, the largest companies with the biggest budgets, largest staff dedicated to recruiting students typically attracted and hired the smartest talent. This no longer holds true. The playing field has been leveled. Companies of all sizes now have the ability to attract, engage, and hire the best millennial talent. Why?
  4. Technology innovations has made this possible. Information is shared at an extremely fast rate. The world is smaller. Millennials share information at an incredible rate and will not change anytime soon.
  5. Social media is the game changer. You don’t need deep pockets to build your scriber base of millennial followers. What’s effective today is creativity and publishing creating content on social media. Use Creativity and Remarkable Content to provide an engaging experience with Transparency and timely communication.
  6. So you’ve been told this 100 times. Again, this isn’t the first time you’ve heard this. How do you capitalize on this technology disruption/social media.
  7. Provide customized experiences to millenials. Do it in the same way Amazon provides you customized products every time you visit their site. Netflix provides a customized experience through their algorithm. You get customized video recommendations when you go to their side. How do you do that? You don’t need to build and algorithm.
  8. 2 ways: gather millennial data in two says. First, gather data about behaviors, demographics, wants, needs, emotional triggers, etc. Here is some insights from Dan Coats and the rest of the very smart people at Youth Pulse published in their YRP.
  9. Using this information to create recruitment marketing content that paints a picture in millennials’ mind that working for your organization leads to or correlates with achieving their goals.
  10. Curate and publish videos, pictures, and other content on your careers page and social media that exemplify your company’s social responsibility. Add video interviews with current employees talking about the challenge of their job and the decision making authorities that are delegated.
  11. Start a mentorship program within your company. Not only does it meet a expressed need, it increases new hire success rate and facilitates relationship building much more quickly.
  12. Secondly, segmentmillennials into personas matching your ideal employee profiles – personas. Create ficitional characters that represent each persona, for example, Inbound Marketer Margret. These personas should be detailed with their behaviors, wants, needs, goals, personal interests, online behaviors, causes supported, etc. Gather this data from you current top performers.
  13. Now that you have superhero intel, start promoting this content across the internet. Focus on the applicable channels using data gathered from online behaviors.
  14. Recruitment marketing using SEO, social media, internal/external referrals just makes business sense. Organically attract more applicants using a variety of channels is cost-effective compared to scouring resume databasesBuild a subscriber base of interested job seekersEveryone in your organization get’s involved in generating referrals
  15. The most important step is to measure and refine your efforts. Perform A/B tests on messages, landing pages, and calls-to-action. Drop tactics that doesn’t work. This is a continually process. Think of recruitment marketing like a sales funnel. There is always a blockage in the funnel. Once you identify the blockage and make the changes to motivate the millennnial job seeker convert to the next phase of the funnel, the blockages shifts to another through point in the funnel.
  16. Measure your reach and engagement. Test messages, timing, calls-to-action, and engagement. Continue to improve you engagement, reach, referrals and conversation to your careers site.