Date post: | 15-Apr-2017 |
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Recruiting & HR |
Upload: | marco-rossi |
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M a r c o R o s s i
M I L L E N N I A L S :H o w T o C a t c h T h e m
I n d e x
# Why - Intro# Who Millennials are# What Millennials are looking for# How we can catch them# Sources/About me
I n t r o
To hire talents, we have todefine the ideal clustertarget and the most effectiveways to catch them byLinkedIn.
I n t r o
The so called «Millennials»are now the generationalcluster on which Companiesare looking for.By 2020 they will make up50% of the workforce
I n t r o
Today’s top-performing Millennials are socialleaders. LinkedIn is currently used by 87millions of Millennials.
Millennials make up 38% ofLinkedIn’s users base globally.
Over 11 million global Millennialdecision makers are on LinkedIn
38%
12%
30%
More than 2 million Millennials onLinkedIn hold marketing roles, and about30% of these are decision makers.
Millennials are the generation born between 1980 and themid 2000s.They’re Digital Natives (92% use internet daily, 75%have a social networking profile and 59% cite internet astheir main source of news)
1946-1964 1965-1979 1980-2000 2001-2010
W h o
It’s the largest, most diverse generation aroundthe globe with some common features:
W h o
CREATIVE
TECH-SAVVY
CAREER DRIVEN
Millennials pay attention to the innovation:
W h o
of Millennials feel innovation is essential for business growth
believe business innovation improves society
78% 71%
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66% 62%
say innovation is a critical requirement in choosing a potential employer.
describe themselves as "innovative"
Millennials pay attention to the innovation:
W h a t
LinkedIn surveyed 5,000+ Millennials across theworld to what Millennials want in a job:
67% 60% 51%
Advancement Opportunities Better Pay Challenging work
W h a t
The data gathered from the survey also shed 1important insight on Millennials
Millennials extensively research companies online.
They spend a lot of time researching companies and their cultures.
Compared to other generations, they’re more likely to use online job boards,company career web pages, and social media to hear about a new jobopportunity.
W h a t
• Millennials represent 30% of long-form publishers on LinkedIn, even though we’re less than 25% of total members.
Data show what Millennials publish and engage withon LinkedIn:
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Data show what Millennials publish and engage withon LinkedIn:
H o w
So, in order to actively catch them, I proposeto put online on LinkedIn:
1) Video Spot Campaign2) «Flyer» Campaign
H o wVideo Spot Campaign
E.G. for an Automotive Industry, the video canrepresent a dialogue between a sales man and acustomer who speak about a car but in realitythey’re brand responsible and HR who speaksabout the characteristics of an ideal candidate(«performing», «2.0», «autonomous»…)
H o w
«Flyer» Campaign
I N F OTraditional Self Descritpion:My name is Marco, I’m 29+3 years old and I’ve been working in HR Dept of FCA since2010. I'm strongly interested in everything that's related to innovation 2.0,communication and technology and I always try to implement them in HR Processes and,in general, in my working experiences.
Self Description: #2.0 #thinkin’ out the box #continuos improvement@ any place of work
Self Description:
Self Description It.linkedin.com/in/hrmarcorossi
S o u r c e s
√ Linkedin: The Millennial Playbook√ http://www.goldmansachs.com/our-thinking/pages/millennials/√ http://www.slideshare.net/wearesocialsg/digital-in-2016√ https://http://wearesocial.com/it/blog/2016/01/report-digital-social-mobile-in-2016√ http://www2.deloitte.com/global/en/pages/aboutdeloitte/articles/millennialsurvey.html
√ https://it.wikipedia.org/wiki/Generazione_Y√ http://www.pewresearch.org/topics/millennials/