Quali sono le caratteristiche dei Millennials - la generazione nata tra gli anni '80 e il 2000 - e come può agire una azienda per attirarli, coinvolgerli e assumerli?
Presentata da Cristina Arbini e Tomaso Giusti di LinkedIn Italia il 12 febbraio 2015.
2. Tomaso Giusti
Media Solutions Consultant
tgiusti@linkedin.com
Cristina Arbini
Media Solutions Consultant
arbini@linkedin.com
3. Agenda:
• Millennials: who are they and why should we care?
• Understanding a misunderstood generation
• 5 ways to engage with Millennials (and recruit them)
1. Be personal
2. Be social
3. Be relevant
4. Be mobile
5. Be content
• Key takeaways & questions
4. Who are millennials and why should we care?
By 2030, millennials will represent the 75% of the global workforce
Source: Nielsen report on Millennials (2014)
7. SOCIAL MEDIA
IS HERE TO STAY,
EMBRACING ITS POWER IS THE KEY
57%
of the decision to ‘buy’
is now made before any
commercial contact with
your business
12. “According to CEOs,
attracting and keeping younger workers
is one of the biggest talent challenges”
PwC’s 14th Annual Global CEO Survey
13. 7 things #millennials care about
1. They prioritize “meaningful work” over high pay
2. 1 in 3 millennials said “social media freedom” is a
higher priority than salary
3. 70% of millennials are planning to change jobs
once the economy improves
4. 80% of millennials said they would prefer
feedback in real time rather than via traditional
performance reviews
5. 65% of millennials said personal development
was the most influential factor in their current job
6. They give value to International experience
7. Work like balance is very important: millennials
value flexible work arrangements
14. WE RECOMMEND
3 SIMPLE STEPS
NURTURE YOUR
TARGET
AUDIENCES
DO WHAT
YOU DO BEST
BUILD ENGAGE RECRUIT
YOUR FOLLOWERS
& YOUR BRAND
15. LinkedIn: A global pool of talent
3M+
INDONESIA
2M+
PHILIPPINES
1M+
MALAYSIA
1M+
SINGAPORE
1M+
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18M+
BRAZIL
100M+
UNITED STATES OF
AMERICA
9M+
CANADA
24M+
INDIA
6M+
AUSTRALIA
1M+
NEW ZEALAND
3M+
SOUTH AFRICA
1M+
UNITED ARAB EMIRATES
16M+
UNITED KINGDOM
8M+
FRANCE
7M+
ITALY
2M+
BELGIUM
1M+
DENMARK
3M+
TURKEY
5M+
NETHERLANDS
1M+
SWEDEN
6M+
SPAIN
347M+ Members
worldwide
+2 New members per second
5M+
CHINA
16. Knowledge
Be the definitive
professional publishing
platform
Network
Connect all of the
world’s professionals
Identity
Be the professional
profile of record
Millennials come to LinkedIn to develop their
careers, not just to find jobs
1
6
17. Millennials build relationships on
desktop, tablet and mobile
49% of LinkedIn’s
traffic is on a
mobile device
Engagement rates
can be up to 5x
higher on mobile
18. 5 ways to engage with Millennials
(and to recruit them)
19. Be personal
Don’t be autoreferential:
use a creative or a
message that put the right
people at the center of
your communication!
- Higher response rate
(CTR)
- Build your follower base
in an easier way!
22. Be Mobile
49% of access to LinkedIn come from mobile
When people try to apply to your job, what’s their experience?
23. Every time you post to your followers,
you’re building and nurturing a relationship with them
Generate Awareness
Build a Community
Promote News
Leadership
Build Reputation
Ways to build relationships
with target talent
Member News Feed
Be Content
25. Understand them
Use metrics and benchmarking to segment your workforce in order to
understand what millennials want and how these desires might be different
from older workers. Think about this in the context of your Talent Strategy!
26. Help them grow
Managers need to really
understand the personal and
professional goals of
millennials.
Put them on special rotational
assignments more frequently
to give them a sense that they
are moving toward something
and gaining a variety of
experiences.
27. Let them know how they're doing
Millennials want and
value frequent
feedback.
Unlike the past
where people
received annual
reviews,
millennials want
to know how
they're doing
much more
regularly.
28. Set them free
Millennials want flexibility. They work well with
clear instructions and concrete targets.
Give them the freedom to have a flexible work
schedule. Set deadlines and if they meet
them, don't worry so much about their
tactics and the time they clock in and out.
http://www.nielsen.com/content/dam/corporate/us/en/reports-downloads/2014%20Reports/nielsen-millennial-report-feb-2014.pdf
Millenials are the ones born between 1977 and 1995.
Millenials are today 77M. They are the most Educated Generation (23% with Bachelor’s degree or higher) and more diverse
Millennials will be roughly 50% of the USA workforce in 2020 and 75% of the global workforce by 2030.
Millenials are who they are also because of their constant exposure to technology development and internet enhancement. This gave them not only the feeling but also the certainty that everything is accessible, and everywhere.
In a recent survey, millennials prioritized “meaningful work” over high pay.
1 in 3 millennials said “social media freedom” is a higher priority than salary.
70% of millennials are planning to change jobs once the economy improves.
Change can be daunting, but these factors are not difficult to embrace and can ultimately improve your company culture. Here are some things you can do to maximize your leadership of millennials:
Empower the entrepreneurial spirit, provide feedback, let them grow
92% of surveyed 21-24 year-olds said entrepreneurship education was vital in the new economy
30% started a business in college
80% of millennials said they would prefer feedback in real time rather than via traditional performance reviews
65% of millennials said personal development was the most influential factor in their current job