LinkedIn Learning course: How to hire, retain, & grow top millennial talent | Talent Connect 2017
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More than one-in-three American workers today are millennials. By 2020, millennials will be over 50% of the global workforce. The war for the best and brightest of the millennial generation is on now. Companies all over the world are fighting to hire and retain the best talent.
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LinkedIn Learning course: How to hire, retain, & grow top millennial talent | Talent Connect 2017
- 2. Hire, Retain, and Grow Top Millennial Talent Jeff Weiner Chief Executive Officer Lisa McLeod President Elizabeth McLeod Vice President
- 3. 3
- 4. What do Millennials really want from work? (ASIDE FROM AVOCADO TOAST) 50% of millennials would switch jobs for a raise of 20% or less (Gallup, 2016) For 6/10 Millennials, a “sense of purpose,” is part of the reason they chose to work for their current employers. (Deloitte, 2015). 50% 60% 71% of millennials who strongly agree that they know what their organization stands for and what makes it different from its competitors say they plan to be with their company for at least one year (Gallup, 2016) 71%
- 5. purposenoble
- 6. Infusing Noble Purpose Interviewing Job Framing Coaching
- 8. Illustration: © Christophe Vorlet
- 10. Q&A
- 11. “The children now love luxury. They have bad manners, contempt for authority; they show disrespect for elders and love chatter in place of exercise.” S O C R AT E S
- 12. MCLEODANDMORE.COM SPEAKING CONSULTING TRAINING
Hinweis der Redaktion
- Lisa - generation of kids whose parents told them they were going to change the world. They believed them. The truth is they’re right. They are giving voice to their parent’s unfulfilled dreams, they want their work to matter. They want what we all want, and because they can stay on their parent’s cell phone plan, it’s easier for them to seek meaning. They also saw their parent’s get fired during the recession, so they know any job is temporary.
- The pull through thread is they have a much more holistic lens on the world of work
- Deliver innovative solutions for comfortable living
- We cant talk about millennials without talking about participation trophies. The challenge, we know, in interviewing, especially in millennials, is sussing out those who participated versus those who were really all bought in because a lot of the times, those who participated, do think that’s being all in, and the task to you is to spot the difference One of my favorite quotes is from a woman named Robyn Smith, she’s an author in the talent and leadership space, and in one of her books she said we cannot motivate people, we can create the conditions where a motivated person can excel. So you need to find, who is actually motivated. And we can do that, by taking the standard interview questions further. So let’s start with a pretty standard interview question: Why is this job interesting to you? Fine question but you’ll probably get a pretty canned answer, people prepare for that question. Do you think the answer you get would be different if you ask ‘what impact do you hope to have with your career” figuring out, who is here to check the box, and who is all in for the bigger picture Another standard question “what type of work environment do you prefer, or do you work best in” open concept, collaborative, supportive, lots of pretty genertic adjectives here. As if anyone doesn’t want a supportive work environment. One of the questions we use with some of our clinets in their interview process, instead of asking what type of work environment do you prefer, we replace it with how do you shape your work environment? Cultivating that difference in do you participate in your work environment, or do you work to make it what you want Suss out the mindset of who will be all in for you and your purpose veruss the people who merely partipcates
- JOB FRAMING Our human mind craves context, it wants to make sense, of where this fits, why it matters, and how to contributes. It’s how we process the world. When we don’t have that understanding, we get angsty and we feel insecure. But we don’t really talk about it with jobs. Or when we do, we talk about it in departments.
- 87% of millennials rate "professional or career growth and development opportunities" as important to them in a job -- far more than the 69% of non-millennials who say the same. Learning and developmenet often times means coaching. Most animals teach their kids where and what to eat, but meerkats are a little different. They eat scorpions in a lot of parts of the world, and it’s really hard to eat a scorpion without getting hurt. Most species, you try to catch the fish, and if you don’t maybe you’re hungry until you do, but scorpians can kill meerkats if they don’t have special finesse. So they use tiered coaching. In 2006, Alex Thornton and Katherine McAufllife at Cambridge University observed that adult meerkats bring the youngest pups dead scorpions, and as they get older, the pups are increasingly given prey that is alive but injured often with the stinger removed. Finally, the youngsters are graduated to intact prey. And they do this because if parents just showed the pups the whole process at once, no matter how many times they did it, it wouldn’t work. They had to practice. This coaching is a lot more effective at teaching challenging things, and humans, like baby meerkats, respond really well to it because it starts to build a foundation, and work a muscle. So, saying “get better at sales” over and over, even having a two hour conversation about the importance of communication isn’t going to be effective as building the muscle. Pick something smaller. Let’s talk about your call openings for 10 minutes. These bite sized chunks
- Socrates has the same frustrations