MEMO format need up to 600 words

Proposed​ ​Millennial​ ​Recruitment​ ​Practices​ ​for​ ​US​ ​Bank 2017​ ​Feasibility​ ​Report

Prepared​ ​by​ ​Azra​ ​Ahmetovic,​ ​Majed​ ​Alharthy,​ ​Emily​ ​Rogan,​ ​and​ ​Sarah​ ​Weissert SAME​ ​Consulting​ ​Firm

Report​ ​Distributed​ ​December​ ​5,​ ​2017

Prepared​ ​for Human​ ​Resource​ ​Department

US​ ​Bank

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ABSTRACT In​ ​previous​ ​years,​ ​US​ ​Bank​ ​has​ ​seen​ ​an​ ​increase​ ​in​ ​difficulty​ ​recruiting​ ​millennials.​ ​This report​ ​provides​ ​data​ ​collection​ ​on​ ​the​ ​desired​ ​workplace​ ​benefits​ ​and​ ​expectations millennials​ ​have.​ ​SAME​ ​Consulting​ ​Firm​ ​conducted​ ​surveys​ ​and​ ​interviews​ ​on​ ​the Western​ ​Kentucky​ ​University​ ​(WKU)​ ​campus​ ​that​ ​will​ ​provide​ ​US​ ​Bank​ ​with​ ​adequate information​ ​and​ ​statistics​ ​to​ ​update​ ​and​ ​improve​ ​recruitment​ ​practices.​ ​Also​ ​presented are​ ​outside​ ​research​ ​studies​ ​and​ ​articles​ ​pertaining​ ​to​ ​millennial​ ​workplace​ ​desires. Recommendations​ ​are​ ​provided​ ​for​ ​the​ ​implementation​ ​of​ ​benefits​ ​that​ ​will​ ​enhance​ ​the recruitment​ ​of​ ​millennials.

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TABLE​ ​OF​ ​CONTENTS ABSTRACT TABLE​ ​OF​ ​CONTENTS EXECUTIVE​ ​SUMMARY INTRODUCTION

Current​ ​Millennial​ ​Recruitment​ ​Strategies Problems​ ​with​ ​Millennial​ ​Recruitment Research​ ​and​ ​Data​ ​Collection Statistics​ ​and​ ​Analysis Millennials​ ​are​ ​the​ ​Future

CONCLUSIONS​ ​AND​ ​RECOMMENDATIONS

Flexible​ ​Scheduling Training​ ​Resources Recruitment​ ​Officer

WORKS​ ​CITED APPENDIXES

Appendix​ ​A:​ ​Student​ ​Survey Appendix​ ​B:​ ​Manager​ ​Survey Appendix​ ​C:​ ​Interview​ ​Questions

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Executive​ ​Summary Recruitment strategies have really changed with time. Previously, employers

have used methods such as newspaper advertisements, postings by employment

offices, employment agencies as well as hiring internally. With the modern technological

developments, employers have found it necessary to improve recruitment strategies

which include social media interactions and online interviews, use of job posting

websites​ ​and​ ​online​ ​outsourcing.

-​ ​​http://www.ironstonehq.com/a-millennials-take-on-millennial-hiring-trends/

Millennial Recruitment is also accompanied by various problems which include

miscommunication, conflict between the benefits desired by the managers against those

desired by millennials. lastly, there exist a disconnection between the millennials who

think that they are understood by the managers and those managers who think that they

don’t really understand the millennials. With respect to the above problems there was

need​ ​to​ ​conduct​ ​a​ ​research​ ​involving​ ​data​ ​collection.

The research was aimed at showcasing the desire of millennials in a job and

those that managers think are desired by millennials. A survey method of data collection

was adopted for the research whereby twenty-three Wester Kentucky University

students were surveyed. The students ranged between eighteen to twenty-two.

Interviews were also conducted with Monica Duvall and Career Coach, Gordon Ford

College and Rachel Jones who is a Specialist in Employer Relations. Surveys were also

conducted​ ​with​ ​three​ ​managers​ ​from​ ​different​ ​organizations.

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Schedule flexibility data was obtained and displayed on a bar graph. Here, both

employers and the millennials entering the workforce realized that the most desirable is

schedule flexibility. This is because most millennials are trying to find balance between

their work life and personal or family lives. Recruitment officer data was taken from both

surveys even though most of the millennials barely had any experience with a

recruitment officer. However, those who had used recruitment officer revealed that it

was quite beneficial. The data portrays some clear disconnect. raining data was also

collected from the managers. Most of these managers had offered training services for

their​ ​companies​ ​as​ ​illustrated​ ​in​ ​the​ ​pie​ ​chart.

In the statistics and analysis, it is portrayed by the data that currently, more than

half of the millennials are barely satisfied by their career. However, by the year 2020, at

least half the workforce will be made up of millennials. Therefore, millennials are the

future​ ​generation​ ​of​ ​the​ ​workforce.

The report concludes by identifying the disconnect between the millennials

thinking that managers understand them and managers thinking that they don’t

understand the millennials to be the greatest problem with the millennial recruitment

today. But, the report also presents various recommendations towards more efficient

recruitment of millennials. First recommendation is the incorporation of flexible

scheduling in the company as majority of the millennials believe that it would make the

workplace more enjoyable. Therefore, US bank can incorporate flexible scheduling

through allowing its employees to work for forty hours every week and allow them to

determine​ ​the​ ​time​ ​they​ ​start​ ​working​ ​every​ ​week.

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Another recommendation is recruitment officer to recruit millennials. From the

data collected in the survey most of the students who previously had experience with

recruitment officers revealed that it was quite helpful as they understand the needs of

the organization, build relationships and attract suitable job candidates. Third

recommendation is training resources. However, even though all the above mentioned

recommendations are capable of working for US bank, the most recommended strategy

is​ ​the​ ​flexible​ ​scheduling​ ​since​ ​it​ ​is​ ​the​ ​most​ ​cost​ ​effective​ ​strategy.

https://www.thebalance.com/advantages-and-disadvantages-of-flexible-work-schedules-

1917964

References

http://www.ironstonehq.com/a-millennials-take-on-millennial-hiring-trends/

https://www.thebalance.com/advantages-and-disadvantages-of-flexible-work-schedules-

1917964

https://www.shiftelearning.com/blog/training-millennials-elearning

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Introduction US​ ​Bank​ ​managers​ ​have​ ​noticed​ ​an​ ​increase​ ​in​ ​the​ ​difficulty​ ​of​ ​recruiting​ ​millennials due​ ​to​ ​the​ ​lack​ ​of​ ​desirable​ ​benefits​ ​millennials​ ​are​ ​seeking.​ ​Over​ ​the​ ​last​ ​five​ ​years,​ ​the amount​ ​of​ ​millennials​ ​entering​ ​the​ ​workforce​ ​has​ ​increased​ ​by​ ​thirty-three​ ​percent​ ​and by​ ​2025​ ​seventy-five​ ​percent​ ​of​ ​the​ ​global​ ​workforce​ ​will​ ​be​ ​millennials​ ​(Gutierrez, 2016).​ ​Although​ ​millennials​ ​make​ ​up​ ​the​ ​highest​ ​portion​ ​of​ ​workers​ ​they​ ​are​ ​the​ ​least engaged​ ​generation.​ ​Only​ ​three​ ​out​ ​of​ ​ten​ ​millennials​ ​are​ ​emotionally​ ​and​ ​behaviorally connected​ ​to​ ​their​ ​job​ ​(Adkins,​ ​2016). This​ ​report​ ​details​ ​the​ ​data​ ​collection​ ​of​ ​millennial​ ​recruitment​ ​using​ ​information​ ​from:

● A​ ​survey​ ​of​ ​seventy-three​ ​millennial​ ​students​ ​at​ ​Western​ ​Kentucky​ ​University (WKU).

● A​ ​survey​ ​taken​ ​by​ ​three​ ​managers,​ ​each​ ​with​ ​over​ ​ten​ ​years​ ​of​ ​experience. ● Interviews​ ​with​ ​Monica​ ​Duvall​ ​and​ ​Rachel​ ​Jones​ ​of​ ​WKU. ● Various​ ​online​ ​resources

Current​ ​Millennial​ ​Recruitment​ ​Strategies​ ​​(Emily)

Recruitment​ ​strategies​ ​have​ ​greatly​ ​changed​ ​over​ ​time.​ ​Local​ ​newspaper advertisements,​ ​employment​ ​office​ ​postings​ ​and​ ​agencies,​ ​and​ ​internal​ ​hiring​ ​are​ ​all methods​ ​that​ ​have​ ​previously​ ​been​ ​used​ ​by​ ​employers​ ​(Kaye/Bassman,​ ​2013).​ ​With​ ​the development​ ​and​ ​increasing​ ​use​ ​of​ ​technology,​ ​employers​ ​have​ ​been​ ​able​ ​to​ ​improve their​ ​recruitment​ ​strategies.​ ​The​ ​Australian​ ​recruitment​ ​agency​ ​Robert​ ​Half​ ​has​ ​found that,​ ​“The​ ​traditional​ ​resume​ ​and​ ​face-to-face​ ​contact​ ​that​ ​were​ ​once​ ​the​ ​cornerstones of​ ​the​ ​recruitment​ ​process​ ​have​ ​been​ ​replaced​ ​by​ ​social​ ​media​ ​interactions​ ​and​ ​job interviews​ ​over​ ​Skype”​ ​(Half,​ ​2015).​ ​Additionally,​ ​job​ ​posting​ ​websites​ ​and​ ​online outsourcing​ ​have​ ​been​ ​used​ ​in​ ​new​ ​recruitment​ ​processes​ ​(Tarcomnicu,​ ​2013).​ ​Robert Half​ ​has​ ​also​ ​reported​ ​that,​ ​“The​ ​digital​ ​era​ ​has​ ​shifted​ ​the​ ​boundaries​ ​of​ ​the​ ​job market”​ ​(Half,​ ​2015).​ ​Companies​ ​are​ ​able​ ​to​ ​connect​ ​with​ ​potential​ ​hires​ ​sooner​ ​and build​ ​a​ ​relationship​ ​with​ ​them​ ​before​ ​starting​ ​the​ ​hiring​ ​process​ ​(Half,​ ​2015).​ ​This reassures​ ​the​ ​hiring​ ​staff​ ​that​ ​they​ ​are​ ​making​ ​the​ ​right​ ​hiring​ ​decision,​ ​rather​ ​than​ ​a decision​ ​based​ ​on​ ​a​ ​resume​ ​and​ ​an​ ​interview​ ​alone.

http://www.ironstonehq.com/a-millennials-take-on-millennial-hiring-trends/ Problems​ ​with​ ​Millennial​ ​Recruitment​ ​​(Everyone) -Disconnect​ ​between​ ​millennials​ ​thinking​ ​that​ ​managers​ ​do​ ​understand​ ​them​ ​and managers​​ ​thinking​ ​that​ ​they​ ​don’t​ ​understand​ ​millennials

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-Miscommunication -Managers​ ​think​ ​that​ ​millennials​ ​desire​ ​certain​ ​benefits​ ​when​ ​they​ ​really​ ​desire other​ ​benefits

Research​ ​and​ ​Data​ ​Collection Over​ ​the​ ​course​ ​of​ ​our​ ​research​ ​we​ ​compiled​ ​data​ ​that​ ​showcases​ ​what​ ​millennials desire​ ​in​ ​a​ ​job​ ​and​ ​which​ ​managers​ ​think​ ​millennials​ ​desire.​ ​Data​ ​was​ ​collected​ ​via​ ​a survey​ ​given​ ​to​ ​seventy-three​ ​students​ ​at​ ​Western​ ​Kentucky​ ​University​ ​(WKU)​ ​between the​ ​ages​ ​of​ ​18-22.​ ​Interviews​ ​were​ ​conducted​ ​with​ ​Gordon​ ​Ford​ ​College​ ​of​ ​Business Internship​ ​Coordinator,​ ​Monica​ ​Duvall​ ​and​ ​Career​ ​Coach​ ​and​ ​Employer​ ​Relations Specialist,​ ​Rachel​ ​Jones​ ​and​ ​surveys​ ​with​ ​three​ ​managers:

● Earl​ ​Weissert,​ ​former​ ​Best​ ​Buy​ ​General​ ​Manager. ● Kimberly​ ​Pfefferkorn,​ ​HR​ ​Specialist,​ ​Hensley​ ​and​ ​Throneberry. ● Stephanie​ ​Coy,​ ​Operations​ ​Manager​ ​of​ ​Student​ ​Technology​ ​Center.

​ ​​Schedule​ ​Flexibility​ ​Data

Millennials​ ​and​ ​Desirable​ ​Workplace​ ​Benefits

Manager's​ ​Perspective​ ​on​ ​Desirable​ ​Workplace​ ​Benefits

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Figure​ ​# Millennials​ ​desire​ ​a​ ​strong​ ​work-life​ ​balance,​ ​which​ ​a​ ​flexible​ ​schedule​ ​can​ ​provide them.​ ​All​ ​three​ ​of​ ​the​ ​managers​ ​surveyed​ ​acknowledged​ ​flexibility​ ​is​ ​the​ ​most​ ​desirable attribute​ ​to​ ​millennial​ ​employees​ ​as​ ​shown​ ​in​ ​Figure​ ​#. Recruitment​ ​Officers​ ​Data

Millennials​ ​and​ ​Recruitment​ ​Officers

Managers​ ​and​ ​Recruitment​ ​Officers

Figure​ ​# Of​ ​the​ ​73​ ​millennials​ ​surveyed​ ​29.4%​ ​reported​ ​a​ ​positive​ ​experience​ ​with​ ​a​ ​recruitment officer.​ ​Over​ ​half​ ​of​ ​the​ ​millennials​ ​surveyed​ ​did​ ​not​ ​have​ ​previous​ ​experience​ ​with​ ​a recruitment​ ​officer​ ​and​ ​13.2%​ ​reported​ ​they​ ​did​ ​not​ ​benefit​ ​from​ ​one.​ ​Of​ ​the​ ​three managers​ ​surveyed​ ​none​ ​had​ ​used​ ​a​ ​recruitment​ ​officer​ ​for​ ​hiring.​ ​When​ ​SAME Consulting​ ​Firm​ ​interviewed​ ​Monica​ ​Duvall​ ​and​ ​Rachel​ ​Jones,​ ​both​ ​women​ ​agreed​ ​that companies​ ​are​ ​moving​ ​towards​ ​hiring​ ​recruitment​ ​officers​ ​because​ ​they​ ​are​ ​able​ ​to market​ ​the​ ​companies​ ​and​ ​form​ ​a​ ​relationship​ ​with​ ​potential​ ​millennial​ ​hires.

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Training​ ​Resources​ ​Data

Employers​ ​and​ ​Training​ ​Services

Figure​ ​# Of​ ​the​ ​three​ ​managers​ ​surveyed​ ​66.7%​ ​offer​ ​training​ ​resources​ ​to​ ​employees. Millennials​ ​rank​ ​training​ ​and​ ​development​ ​high​ ​on​ ​the​ ​list​ ​of​ ​workplace​ ​desires.​ ​The​ ​73 millennial​ ​students​ ​who​ ​took​ ​the​ ​survey​ ​ranked​ ​training​ ​at​ ​60.6%​ ​most​ ​desirable benefits.​ ​Millennials​ ​are​ ​looking​ ​for​ ​opportunities​ ​they​ ​will​ ​be​ ​able​ ​to​ ​grow​ ​and​ ​develop skills. Statistics​ ​and​ ​Analysis​ ​​(Azra) By​ ​2020,​ ​half​ ​of​ ​the​ ​workforce​ ​will​ ​consist​ ​of​ ​millennials,​ ​but​ ​currently​ ​70%​ ​of​ ​millennials are​ ​not​ ​satisfied​ ​with​ ​their​ ​careers​ ​(Korobka,​ ​2015).​ ​According​ ​to​ ​a​ ​research​ ​study conducted​ ​by​ ​Gallup​ ​six​ ​out​ ​of​ ​ten​ ​millennials​ ​are​ ​open​ ​to​ ​new​ ​opportunities.​ ​(Adkins, 2016).​ ​The​ ​dissatisfaction​ ​can​ ​be​ ​attributed​ ​to​ ​millennials​ ​wanting​ ​more​ ​of​ ​a​ ​work-life balance,​ ​researchers​ ​from​ ​Bentley​ ​University​ ​found​ ​77%​ ​of​ ​millennials​ ​say​ ​they​ ​would be​ ​more​ ​productive​ ​if​ ​they​ ​had​ ​a​ ​flexible​ ​schedule.​ ​(Bentley​ ​University,​ ​2014).​ ​When SAME​ ​Consulting​ ​Firm​ ​conducted​ ​a​ ​survey​ ​with​ ​students​ ​ages​ ​18-22​ ​at​ ​WKU​ ​(see Appendix​ ​A)​ ​we​ ​found​ ​75.8%​ ​of​ ​them​ ​ranked​ ​schedule​ ​flexibility​ ​as​ ​the​ ​most​ ​desirable workplace​ ​benefit.​ ​Heidi​ ​Parsont,​ ​CEO​ ​of​ ​TorchLight,​ ​a​ ​recruiting​ ​firm,​ ​states,​ ​“Wanting flexibility​ ​or​ ​work-life​ ​balance​ ​is​ ​the​ ​number​ ​one​ ​thing​ ​we​ ​hear​ ​all​ ​the​ ​time​ ​from candidates.​ ​It’s​ ​the​ ​number​ ​one​ ​reason​ ​why​ ​people​ ​are​ ​looking​ ​for​ ​a​ ​new​ ​job,​ ​by​ ​far.” (Schulte,​ ​2015).​ ​Managers​ ​are​ ​realizing​ ​this​ ​workplace​ ​benefit​ ​is​ ​cost​ ​effective​ ​for​ ​their company​ ​and​ ​retains​ ​their​ ​millennial​ ​employees.​ ​Three​ ​managers​ ​who​ ​SAME​ ​surveyed: Earl​ ​Weissert,​ ​Kimberly​ ​Pfefferkorn,​ ​and​ ​Stephanie​ ​Coy​ ​(see​ ​Appendix​ ​B)​ ​ranked schedule​ ​flexibility​ ​as​ ​the​ ​most​ ​important​ ​benefit,​ ​each​ ​stating​ ​they​ ​have​ ​noticed​ ​that flexibility​ ​has​ ​most​ ​appealed​ ​to​ ​their​ ​millennial​ ​workers.

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​ ​Figure​ ​#​ ​​ ​​ ​(PWC,​ ​2011) In​ ​Figure​ ​#,​ ​a​ ​study​ ​conducted​ ​by​ ​PricewaterhouseCoopers​ ​(PWC),​ ​“Millennials​ ​at Work:​ ​Reshaping​ ​the​ ​Workplace,”​ ​shows​ ​that​ ​the​ ​top​ ​two​ ​benefits​ ​valued​ ​by​ ​millennials are​ ​training​ ​development​ ​and​ ​flexible​ ​training​ ​hours​ ​(PWC,​ ​2011).

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Figure​ ​#​ ​​ ​​ ​​ ​(Ernst​ ​and​ ​Young,​ ​2015) Figure​ ​#​ ​​ ​shows​ ​millennials​ ​are​ ​willing​ ​to​ ​sacrifice​ ​more​ ​than​ ​the​ ​Baby​ ​Boom​ ​and​ ​Gen​ ​X generations​ ​for​ ​work-life​ ​balance​ ​according​ ​to​ ​a​ ​survey​ ​conducted​ ​by​ ​Ernst​ ​and​ ​Young in​ ​2015​ ​(Ernst​ ​and​ ​Young,​ ​2015). Millennials​ ​are​ ​the​ ​Future As​ ​the​ ​baby​ ​boom​ ​generation​ ​is​ ​retiring​ ​millennials​ ​are​ ​beginning​ ​to​ ​make​ ​up​ ​more​ ​of the​ ​workforce,​ ​by​ ​2020​ ​millennials​ ​are​ ​going​ ​to​ ​make​ ​up​ ​more​ ​than​ ​50%​ ​of​ ​it. Companies​ ​are​ ​beginning​ ​to​ ​invest​ ​in​ ​the​ ​recruitment​ ​of​ ​millennial​ ​employees​ ​by offering​ ​benefits​ ​that​ ​appeal​ ​to​ ​their​ ​needs.​ ​Providing​ ​training​ ​and​ ​development establishes​ ​loyalty​ ​between​ ​the​ ​millennial​ ​employees​ ​and​ ​company.​ ​Investing​ ​in millennials​ ​gives​ ​US​ ​Bank​ ​the​ ​potential​ ​to​ ​train​ ​them​ ​into​ ​future​ ​managerial​ ​positions.

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Conclusions​ ​and​ ​Recommendations Disconnect​ ​between​ ​millennials​ ​thinking​ ​that​ ​managers​ ​do​ ​understand​ ​them​ ​and managers​ ​thinking​ ​that​ ​they​ ​don’t​ ​understand Flexible​ ​Scheduling Our​ ​first​ ​recommendation​ ​to​ ​recruit​ ​millennials​ ​more​ ​efficiently​ ​is​ ​to​ ​incorporate​ ​flexible scheduling​ ​in​ ​the​ ​company.​ ​​ ​Seventy-seven​ ​percent​ ​of​ ​millennials​ ​say​ ​flexible scheduling​ ​would​ ​make​ ​the​ ​workplace​ ​more​ ​enjoyable​ ​(Bentley​ ​University,​ ​2014). Organizations​ ​have​ ​already​ ​begun​ ​moving​ ​towards​ ​this​ ​structure​ ​in​ ​the​ ​workplace. According​ ​to​ ​“Here’s​ ​How​ ​to​ ​Make​ ​Your​ ​Workplace​ ​More​ ​Flexible”​ ​of​ ​the​ ​fifty​ ​best workplaces​ ​for​ ​flexibility,​ ​92%​ ​of​ ​the​ ​companies​ ​offer​ ​flextime​ ​(Peters​ ​&​ ​Frauenheim, 2016).​ ​US​ ​Bank​ ​can​ ​incorporate​ ​flexible​ ​scheduling​ ​by​ ​implementing:

● Flextime ● Alternative​ ​Friday​ ​schedules ● Telecommuting​ ​once​ ​a​ ​week ● Split​ ​Shift ● Results-only​ ​work​ ​environment​ ​(ROWE)

By​ ​allowing​ ​employees​ ​to​ ​pick​ ​their​ ​weekly​ ​schedule​ ​you​ ​allow​ ​them​ ​to​ ​balance personal​ ​and​ ​work​ ​life.​ ​This​ ​is​ ​something​ ​millennials​ ​are​ ​looking​ ​for​ ​when​ ​joining​ ​a company.​ ​Flexible​ ​Scheduling​ ​is​ ​most​ ​effective​ ​because​ ​millennial​ ​employees​ ​will​ ​be more​ ​inclined​ ​to​ ​be​ ​productive​ ​if​ ​they​ ​are​ ​choosing​ ​when​ ​to​ ​work.​ ​Based​ ​on​ ​all​ ​of​ ​the research​ ​SAME​ ​Consulting​ ​Firm​ ​conducted​ ​both​ ​managers​ ​and​ ​millennials acknowledge​ ​this​ ​as​ ​a​ ​top​ ​priority​ ​in​ ​the​ ​workplace. Training​ ​Resources​ ​(Azra) Millennial​ ​employees​ ​are​ ​seeking​ ​careers​ ​that​ ​offer​ ​personal​ ​development​ ​and​ ​growth, 52%​ ​of​ ​millennials​ ​believe​ ​opportunities​ ​for​ ​career​ ​progression​ ​over​ ​financial​ ​incentives is​ ​their​​ ​top​ ​determining​ ​factor​​ ​when​ ​choosing​ ​a​ ​job​ ​(Sapling).​ ​US​ ​Bank​ ​wants​ ​to​ ​retain employees​ ​that​ ​will​ ​grow​ ​within​ ​the​ ​organization​ ​and​ ​lead​ ​with​ ​excellence.​ ​Implementing training​ ​resources​ ​is​ ​a​ ​long-term​ ​benefit​ ​because​ ​this​ ​allows​ ​for​ ​entry-level​ ​millennial employees​ ​to​ ​train​ ​for​ ​mid-to-upper​ ​level​ ​management,​ ​advancing​ ​their​ ​knowledge​ ​and contributing​ ​to​ ​US​ ​Banks​ ​retention​ ​rate.​ ​Training​ ​and​ ​development​ ​can​ ​be​ ​implemented in​ ​numerous​ ​ways:

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● Leadership​ ​Courses ● Mentoring​ ​Programs ● Development​ ​of​ ​soft​ ​and​ ​hard​ ​skills ● Company​ ​integration​ ​of​ ​advanced​ ​technology

Recruitment​ ​Officer​ ​​(Emily)

According​ ​to​ ​the​ ​data​ ​collected​ ​in​ ​our​ ​survey,​ ​the​ ​majority​ ​of​ ​students​ ​who​ ​have had​ ​experience​ ​with​ ​a​ ​recruitment​ ​officer​ ​said​ ​it​ ​was​ ​helpful.​ ​The​ ​purpose​ ​of​ ​using​ ​a recruitment​ ​officer​ ​is​ ​“to​ ​understand​ ​an​ ​organization’s​ ​needs,​ ​engage​ ​in​ ​marketing,​ ​build relationships,​ ​and​ ​screen​ ​applicants​ ​for​ ​the​ ​best​ ​match​ ​to​ ​open​ ​positions”​ ​(Kinsey, 2017).​ ​Recruitment​ ​officers​ ​understand​ ​the​ ​needs​ ​of​ ​the​ ​organization​ ​and​ ​know​ ​how many​ ​and​ ​which​ ​positions​ ​need​ ​to​ ​be​ ​filled.​ ​Additionally,​ ​recruitment​ ​officers​ ​​know​ ​the requirements​ ​of​ ​jobs​ ​and​ ​can​ ​find​ ​candidates​ ​with​ ​the​ ​proper​ ​qualifications.​ ​Recruitment officers​ ​promote​ ​the​ ​company​ ​to​ ​potential​ ​hires​ ​by​ ​advertising​ ​the​ ​strengths​ ​and benefits​ ​that​ ​are​ ​offered.​ ​Building​ ​relationships​ ​with​ ​potential​ ​hires​ ​is​ ​another​ ​task​ ​of​ ​the recruitment​ ​officer;​ ​building​ ​relationships​ ​allows​ ​the​ ​recruitment​ ​officer​ ​to​ ​get​ ​to​ ​know the​ ​future​ ​employee​ ​and​ ​ensure​ ​that​ ​they​ ​are​ ​the​ ​right​ ​employee​ ​for​ ​the​ ​position. Recruitment​ ​officers​ ​also​ ​screen​ ​applicants​ ​to​ ​find​ ​those​ ​that​ ​are​ ​most​ ​qualified​ ​by implementing​ ​tests,​ ​such​ ​as​ ​the​ ​employment​ ​personality​ ​test,​ ​and​ ​conducting​ ​interviews on​ ​behalf​ ​of​ ​the​ ​company​ ​(Kinsey,​ ​2017).​ ​Kinsey​ ​states,​ ​“Hiring​ ​is​ ​about​ ​job performance,​ ​not​ ​likability”​ ​(2017).​ ​Recruitment​ ​officers​ ​must​ ​stay​ ​unbiased​ ​when choosing​ ​which​ ​candidates​ ​to​ ​recommend​ ​to​ ​the​ ​company​ ​to​ ​ensure​ ​that​ ​the​ ​candidate meets​ ​the​ ​company’s​ ​needs​ ​(Kinsey,​ ​2017). Conclusions

While​ ​all​ ​of​ ​the​ ​recommendations​ ​would​ ​work​ ​for​ ​US​ ​Bank,​ ​we​ ​recommend flexible​ ​scheduling​ ​because​ ​it​ ​is​ ​the​ ​most​ ​cost​ ​effective​ ​option.

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Bentley​ ​University.​ ​(2014,​ ​November​ ​11).​ ​Millennials​ ​at​ ​work.​ ​In​ ​​Bentley​ ​University​.

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Frauenheim,​ ​E.,​ ​&​ ​Peters,​ ​K.​ ​(2016,​ ​March​ ​29).​ ​How​ ​to​ ​make​ ​your​ ​workplace​ ​more flexible.​ ​In​ ​​Fortune​.​ ​Retrieved​ ​from http://fortune.com/2016/03/29/workplace-flexibility-business-strategy/

Half,​ ​R.​ ​(2015,​ ​May​ ​26).​ ​How​ ​staff​ ​recruitment​ ​has​ ​changed​ ​in​ ​the​ ​past​ ​10​ ​years.​ ​In Robert​ ​Half​.​ ​Retrieved​ ​from https://www.roberthalf.com.au/blog/employers/how-staff-recruitment-has-change d-past-10-years

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Kinsey,​ ​A.​ ​(2017,​ ​August​ ​1).​ ​Recruitment​ ​officer​ ​duties.​ ​In​ ​​Career​ ​Trend​.​ ​Retrieved​ ​from

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In​ ​​CNBC​.​ ​Retrieved​ ​from https://www.cnbc.com/2017/10/03/health-care-dilemma-10000-boomers-retiring- each-day.html

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PricewaterhouseCoopers,​ ​.​ ​(2011,​ ​December​ ​15).​ ​Millennials​ ​at​ ​work:​ ​Reshaping​ ​the workplace.​ ​In​ ​​PwC​.​ ​Retrieved​ ​from https://www.pwc.com/m1/en/services/consulting/documents/millennials-at-work.p df

Sapling.​ ​(n.d.).​ ​Three​ ​tips​ ​for​ ​effective​ ​millennial​ ​employee​ ​training.​ ​In​ ​​Sapling​. Retrieved​ ​from https://www.trysapling.com/resources/three-tips-effective-millennial-employee-trai ning/

Schulte,​ ​B.​ ​(2015,​ ​May​ ​5).​ ​Millennials​ ​want​ ​a​ ​work-life​ ​balance.​ ​Their​ ​bosses​ ​just​ ​don't get​ ​why.​ ​In​ ​​The​ ​Washington​ ​Post​.​ ​Retrieved​ ​from https://www.washingtonpost.com/local/millennials-want-a-work-life-balance-their- bosses-just-dont-get-why/2015/05/05/1859369e-f376-11e4-84a6-6d7c67c50db0 _story.html?utm_term=.635399637b96

Sloan​ ​Center​ ​on​ ​Aging​ ​&​ ​Work​ ​at​ ​Boston​ ​College.​ ​(n.d.).​ ​Flexible​ ​Arrangements: Flexible​ ​work​ ​schedules.​ ​In​ ​​Focus​ ​on​ ​Workplace​ ​Flexibility​.​ ​Retrieved​ ​from http://workplaceflexibility.bc.edu/types/types_arrangement_schedules

Tarcomnicu,​ ​F.​ ​(2013,​ ​May​ ​31).​ ​How​ ​the​ ​hiring​ ​process​ ​has​ ​changed​ ​over​ ​the​ ​years.​ ​In The​ ​Huffington​ ​Post​.​ ​Retrieved​ ​from https://www.huffingtonpost.com/felix-tarcomnicu/how-to-hiring-process-has_b_33 64603.html

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Taylor,​ ​T.​ ​C.​ ​(2016,​ ​March​ ​23).​ ​Workplace​ ​Flexibility​ ​for​ ​millennials:​ ​Appealing​ ​to a​ ​valuable​ ​new​ ​generation.​ ​In​ ​​Thrive​.​ ​Retrieved​ ​from https://www.adp.com/thrive/articles/workplace-flexibility-for-millennials-appealing- to-a-valuable-new-generation-3-324.aspx

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Appendix​ ​A:​ ​Student​ ​Survey

1.)What​ ​year​ ​are​ ​you? Freshman Sophomore Junior Senior

2.)​ ​What​ ​is​ ​your​ ​major?​ ​_______________________________

3.)​ ​Do​ ​you​ ​currently​ ​have​ ​a​ ​job? Yes No

-If​ ​no,​ ​skip​ ​to​ ​question​ ​#6

4.)​ ​If​ ​yes,​ ​does​ ​your​ ​job​ ​pertain​ ​to​ ​your​ ​major? Yes No -If​ ​no,​ ​skip​ ​to​ ​question​ ​#6

5.)​ ​If​ ​yes,​ ​do​ ​you​ ​plan​ ​on​ ​staying​ ​there​ ​post-graduation? Yes No

6.)​ ​Please​ ​circle​ ​all​ ​of​ ​the​ ​workplace​ ​benefits/expectations​ ​you​ ​desire​ ​in​ ​a​ ​job.

Schedule​ ​Flexibility Training​ ​Resources Workplace​ ​sponsored​ ​events​ ​(socials) Up-to-date​ ​Technology Mentoring​ ​Programs Tuition​ ​Incentive​ ​Program Incentivized​ ​Goal​ ​Setting Other​ ​(please​ ​list):​ ​___________

7.)​ ​Please​ ​rank​ ​the​ ​workplace​ ​benefits/expectations. (1=least​ ​desirable,​ ​5=most​ ​desirable)

Schedule​ ​Flexibility

Workplace​ ​Sponsored​ ​Events (socials)

Mentoring​ ​Programs

Incentivized​ ​Goal​ ​Setting

Training​ ​Resources

Up-to-date​ ​Technology

Tuition​ ​Incentive​ ​Program

Other​ ​(please​ ​list): _______________

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8.)​ ​How​ ​confident​ ​do​ ​you​ ​feel​ ​about​ ​being​ ​able​ ​to​ ​get​ ​a​ ​job​ ​in​ ​your​ ​field​ ​with​ ​most of​ ​the​ ​benefits​ ​that​ ​you​ ​desire?​ ​(1​ ​=​ ​not​ ​confident​ ​at​ ​all,​ ​10=​ ​very​ ​confident)

1 2 3 4 5 6 7 8 9 10

9.)​ ​Do​ ​you​ ​think​ ​that​ ​managers​ ​understand​ ​the​ ​needs​ ​of​ ​millennials? Yes No

10.)​ ​If​ ​you​ ​have​ ​had​ ​an​ ​experience​ ​with​ ​a​ ​recruitment​ ​officer,​ ​did​ ​you​ ​find​ ​it beneficial?

Yes No N/A

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Appendix​ ​B:​ ​Manager​ ​Survey 1.)​ ​How​ ​many​ ​years​ ​experience​ ​do​ ​you​ ​have​ ​in​ ​a​ ​managerial​ ​position? 2.)​ ​Check​ ​the​ ​workplace​ ​benefits​ ​and​ ​expectations​ ​that​ ​you​ ​think​ ​millennials desire.

Schedule​ ​Flexibility

Workplace​ ​Sponsored​ ​Events (socials)

Mentoring​ ​Programs

Incentivized​ ​Goal​ ​Setting

Training​ ​Resources

Up-to-date​ ​Technology

Tuition​ ​Incentive​ ​Program

3.)​ ​Do​ ​you​ ​think​ ​managers​ ​understand​ ​the​ ​needs​ ​of​ ​millennials? 4.)​ ​What​ ​benefits​ ​do​ ​you​ ​offer​ ​that​ ​seems​ ​to​ ​appeal​ ​the​ ​most​ ​to​ ​millennials? 5.)​ ​Do​ ​you​ ​offer​ ​training​ ​programs​ ​for​ ​employees? 6.)​ ​Have​ ​you​ ​noticed​ ​a​ ​higher​ ​turnover​ ​rate​ ​in​ ​the​ ​millennial​ ​workforce?

7.)​ ​Do​ ​you​ ​use​ ​social​ ​media​ ​to​ ​recruit​ ​millennials?

8.)​ ​Have​ ​you​ ​used​ ​a​ ​recruitment​ ​officer​ ​to​ ​hire​ ​millennial​ ​employees?

9.)​ ​Do​ ​you​ ​foresee​ ​a​ ​change​ ​in​ ​the​ ​way​ ​you​ ​will​ ​recruit​ ​employees​ ​in​ ​the​ ​near future? 10.)​ ​Why​ ​do​ ​you​ ​or​ ​do​ ​you​ ​not​ ​foresee​ ​a​ ​change​ ​in​ ​the​ ​way​ ​you​ ​recruit millennials?

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Appendix​ ​C:​ ​Interview​ ​Questions Monica​ ​Duvall

1) Tell​ ​us​ ​about​ ​yourself,​ ​what​ ​you​ ​do,​ ​and​ ​how​ ​long​ ​have​ ​you​ ​been​ ​doing​ ​it? 2) Have​ ​you​ ​seen​ ​a​ ​change​ ​in​ ​what​ ​students​ ​are​ ​looking​ ​for​ ​in

internships/jobs? 3) Have​ ​you​ ​seen​ ​a​ ​change​ ​in​ ​what​ ​employers​ ​are​ ​looking​ ​for​ ​in

students/graduates? 4) What​ ​trends​ ​have​ ​you​ ​noticed​ ​that​ ​employers​ ​are​ ​using​ ​to​ ​recruit

millennials?​ ​(How​ ​do​ ​they​ ​present​ ​benefits?​ ​Are​ ​they​ ​using​ ​recruitment officers?)

5) Does​ ​it​ ​make​ ​a​ ​difference​ ​if​ ​a​ ​company​ ​uses​ ​a​ ​recruitment​ ​officer​ ​or​ ​not? 6) Have​ ​the​ ​kinds​ ​of​ ​internships​ ​that​ ​students​ ​are​ ​looking​ ​for​ ​changed​ ​over

the​ ​past​ ​few​ ​years?​ ​(Larger​ ​companies​ ​vs.​ ​smaller​ ​ones?) 7) Do​ ​you​ ​have​ ​any​ ​other​ ​resources​ ​that​ ​you​ ​think​ ​would​ ​be​ ​beneficial​ ​to​ ​us?

Rachel​ ​Jones​ ​(CCPD) 1) Tell​ ​us​ ​about​ ​yourself,​ ​what​ ​you​ ​do,​ ​and​ ​how​ ​long​ ​have​ ​you​ ​been​ ​doing​ ​it? 2) Have​ ​you​ ​seen​ ​a​ ​change​ ​in​ ​what​ ​students​ ​are​ ​looking​ ​for​ ​in

internships/jobs? 3) Have​ ​you​ ​seen​ ​a​ ​change​ ​in​ ​what​ ​employers​ ​are​ ​looking​ ​for​ ​in

students/graduates? 4) What​ ​trends​ ​have​ ​you​ ​noticed​ ​that​ ​employers​ ​are​ ​using​ ​to​ ​recruit

millennials?​ ​(How​ ​do​ ​they​ ​present​ ​benefits?​ ​Are​ ​they​ ​using​ ​recruitment officers?)

5) Does​ ​it​ ​make​ ​a​ ​difference​ ​if​ ​a​ ​company​ ​uses​ ​a​ ​recruitment​ ​officer​ ​or​ ​not? 6) Have​ ​the​ ​kinds​ ​of​ ​internships​ ​that​ ​students​ ​are​ ​looking​ ​for​ ​changed​ ​over

the​ ​past​ ​few​ ​years?​ ​(Larger​ ​companies​ ​vs.​ ​smaller​ ​ones?) 7) Have​ ​you​ ​noticed​ ​a​ ​change​ ​in​ ​the​ ​number​ ​of​ ​students​ ​who​ ​utilize​ ​this

on-campus​ ​resource?​ ​Do​ ​you​ ​think​ ​that​ ​this​ ​plays​ ​a​ ​role​ ​in​ ​how​ ​you​ ​view millennial​ ​participation​ ​in​ ​actively​ ​seeking​ ​jobs?

8) Do​ ​you​ ​have​ ​any​ ​other​ ​resources​ ​that​ ​you​ ​think​ ​would​ ​be​ ​beneficial​ ​to​ ​us? 9) How​ ​have​ ​you​ ​had​ ​to​ ​change​ ​your​ ​ways​ ​in​ ​preparing​ ​millennial​ ​students

for​ ​careers?​ ​(changing​ ​interview​ ​styles,​ ​negotiating​ ​benefits,​ ​etc).

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