Tag Archives: Millennial

Hiring and retaining the class of 2012

campus recruitment
Recruitment event at the University of Birmingham

Achievers and Experience, Inc., recently asked about 8,000 students where they plan to look for jobs, what motivates them and what it will take to retain them. With nearly 3.4 million Millennials graduating from college and entering the workforce this year, it’s crucial for employers to understand what attracts top talent. (Research Source)

Here are some highlights from the findings:

How they hunt for jobs
Thirty-five percent of Millennial plan to use LinkedIn as a primary source for their job hunt, up from a meager 5% in 2010.
83% percent of Millennials use some sort of social media site right now, but don’t abandon the traditional methods.
When asked to rank six job search methods in order of importance, the majority said they are still relying on the old-fashioned approaches.
About 88% of respondents said they plan to go straight to the source and submit an application directly to the company.
73% said they’re most likely to utilize a career services center on campus.
72% will search for jobs at a networking or recruiting event.
Social media sites still aren’t the primary tool for job searches among students, but 7% plan to use Facebook and 5% said they’ll use Twitter to look for jobs.

college poster services
This company was hiring computer engineers and asks them to solve those equations in order to find out the right phone number to call and schedule the interview.

What’s most important to them when making a decision?
51% said salary
54% of students said career advancement opportunities
51% said doing interesting and challenging work

The average tenure of employees in the U.S. is 1.5 years, according to the Department of Labor, but 21% of respondents expect to stay with their first employer for 5 years. An even more ambitious group, and the vast majority (22%), estimate they’ll stay for more than 10 years.

College recruitment on campus is still a big factor in attracting the right students. Is it time to blow the dust off your campus recruitment plan and build a presence there again?

Campus Media Group are experts when it comes to developing recruitment advertising strategies that work. Access to campus starts here. Contact us today to learn more.

Enhanced by Zemanta

Summer movie hits for millennials

What will you be watching this summer?  Here are some of the top picks for movie releases this summer…

The Hangover Part II


Trailer:

The Scoop: Phil, Stu, Alan and Doug travel to exotic Thailand for Stu’s wedding. After the unforgettable bachelor party in Las Vegas, Stu is taking no chances and has opted for a safe, subdued pre-wedding brunch. However, things don’t always go as planned.

Stars: Bradley Cooper, Zach Galifianakis, and Ed Helms

Release Date: May 26, 2011

Harry Potter and the Deathly Hallows: Part II


Trailer:

The Scoop: The final adventure of Harry Potter as he attempts to bring an end to his nemesis, Lord Voldemort.

Stars: Daniel Radcliffe, Emma Watson, Rupert Grint, Helena Bonham Carter, Timothy Spall and David Thewlis

Release Date: July 15, 2011

Pirates of the Caribbean: On Stranger Tide


Trailer:

The Scoop: When Captain Jack Sparrow crosses paths with a woman from his past he’s not sure if it’s love—or if she’s a ruthless con artist who’s using him to find the Fountain of Youth. When she forces him aboard the ship of the formidable pirate Blackbeard, Jack finds himself on an unexpected adventure in which he doesn’t know who to fear more: Blackbeard or the woman from his past.

Stars: Johnny Depp, Geoffrey Rush, Penelope Cruz, Ian McShane, Stephen Graham, and Astrid Berges-Frisbey

Release Date: May 20, 2011

Transformers: Dark of the Moon


Trailer:

The Scoop: Transformers features Sam Witwicky taking his first tenuous steps into adulthood while remaining a reluctant human ally of Optimus Prime.

Stars: Shia LaBeouf, Tyrese Gibson, James Avery, Frances McDormand and John Malkovich

Release Date: July 1, 2011

Friends With Benefits


Trailer:


The Scoop: A headhunter who recruits a magazine editor for a job, and realizing each is too busy to find a mate, they agree to sleep together with no strings attached. However, things start to get complicated when the guy falls for the girl, who’s started dating someone else.

Stars: Justin Timberlake, Mila Kunis, Alex Rodriguez, and Woody Harrelson

Release Date: July 22, 2011

Crazy, Stupid, Love

Trailer: Trailer not yet available

The Scoop: A father’s life unravels while he deals with a marital crisis and tries to manage his relationship with his children.

Stars: Steve Carell, Ryan Gosling, Emma Stone, Julianne Moore, and Kevin Bacon

Release Date: July 29, 2011

Super 8


Trailer:

The Scoop: In the summer of 1979, a group of friends in a small Ohio town witness a catastrophic train crash while making a super 8 movie and soon suspect that it was not an accident. Shortly after, unusual disappearances and inexplicable events begin to take place in town, and the local Deputy tries to uncover the truth – something more terrifying than any of them could have imagined.

Stars: Elle Fanning, Amanda Michalka and Kyle Chandler

Release Date: June 10, 2011

The Process of Building Your Recruitment Brand

I presented the 16 Tools to Build Your Brand and Recruit the Very Best at the NACE National Conference last week. Before we begin discussing each of the points from that presentation, I wanted to give an overview on our strategic process to recruiting so you have a frame of reference.

Campus Media has an internal philosophy about the process needed to be successful with recruitment marketing and advertising. Below is a diagram of the process, but let me explain each of these parts for you.

Campus Media's Strategic ProcessWe see a great deal of companies who look at the college market and start their marketing play with “we want to do ‘x’ or ‘y,'” but haven’t thought through what effect it will have on your organization. Many approach their brand building by doing the same things year after year. With how quickly things are changing these days, it’s  important to be conscious of each step and determine what the net effect is going to be before you start and execute your recruitment plan. Then start the process all over again for your next initiative. This process can be used annually or semi-annual depending on your budget and planning cycles. More often is better than not due to how fast the student mind-sets are changing these days. The economy is having a strong effect on this too. Two years ago a recruitment brand strategy was very different than it is today.

Let’s break apart each step:

1. Company – This is what you more than likely already have in place. It’s what your business, department, etc. has defined as who you are, why you do what you do as a company, what you want your consumers to think of your brand, your key competitive advantages and products.

2. Customer – In a recruitment context the customer is the student you are looking to influence/hire. You need to define what your consumer think of you. Most of the time your brand view doesn’t align with what the public thinks your brand is. This is where research comes in to play. What does the customer think your competitive advantages are? Why do they buy or want to work from you? What do you offer that others don’t? What’s your brand mean versus your competition? If your “Company” elements above don’t align with the “Customer’s” way of thinking and what’s important to them, then your campaign will not likely achieve the goals set out for the program that’s being developed.

3. Planning and Strategy – This stage is where the 16 tools start to come together and your ROI is developed. What message will you use? Where will the message be located? Do you need to make changes to how your teams are dressed or what they talk about when interacting with the students? When does your marketing happen? How does it help effect the disconnect that likely exists between stages 1 and 2 above? Do you need to make changes to your website or Facebook page or YouTube channel or handouts or booth design or videos or…or…or…? Run through everything to ensure each tool you use is on message and in the right places to cause the shift needed in your consumer’s mindset about your brand/company.

4. Execution – This is the “get it done” stage. Execute on the brand message, website strategies, on campus events, speaking, career fairs, social media, etc.

5. 20/20 – In this stage, take a look at what went well… or poorly. Do your follow up consumer research to see if your goals/objectives outlined in the planning and strategy stage occurred. What did you learn? Did you hire the students you expected to hire? Why or why not? In essence, you should be able to define if you hit the ROI elements you outlined in phase 3.

Bookmark and Share

5 Ways to Keep Millennials Engaged at Work

Millennial WorkersIf you are hiring recent grads you are probably seeing that it can be hard to hold onto them longer than a couple years. It’s almost as if they get bored of the job as soon as they are ready to take on more responsibility. Here are a few ideas to help you though those challenges:
1. They see their jobs as more than just a job. They look at it as much more social. Allow them to connect with others on projects versus working solo.

2. Let them work on projects that are outside the company. Millennials see that a company being involved outside of the day-to-day get the job done work is important. Make sure that volunteering is part of your company culture and then let them be part of those committees or let them lead the social/volunteer aspects. Support from your company around giving back to the community is important. Giving back should be a team effort and needs to be backed by the leadership in your company. Also, make sure the person ultimately in charge of the volunteer/giving-back element is sitting down with him/her regularly regarding the activities. They millennial will feel much more engaged and part of the company.

3. Diversify their jobs by giving them different jobs that they can run with and/or own. These can be smaller jobs that after you’ve had a chance to sit down and talk to them about their plans/desires can be transferred to them. Also ensure that these “owned” jobs fit within their personal goals and interests. You’ll get better job performance when it does.

4. Graduates generally take a job with a company with the idea that they will only be there for a couple years and then move on. Be open and honest about that with them and feel free to ask about their plans for the future. Show them they are needed and encourage them to stay in the position longer as to better position themselves for success when they do decide to work for someone else.

5. Let young employees  have access to all levels of management. Millennials want to be able to ask the person who can give them the best information when they have a question. Today’s youth don’t care about chain of command and have no problem going directly to the president of the company to discuss their job.

Bookmark and Share