This course for recruiters will:
- Explore how recruiting millennials differs from recruiting members of other generations.
- Explain how parents and other people in millennials’ lives influence their decision making.
- Help participants identify the strengths of their opportunities and how to sell those benefits to millennials.
- Review the communication methods preferred by millennials.
- Suggest a process for overcoming objections and answering concerns.
The United States is in the middle of a demographic shift. Baby boomers are retiring in droves, and at the same time, hundreds of thousands of the 78 million millennials are entering the workforce. A lot has happened to the workplace in the decades since those post-war babies first crossed the office threshold. What today’s new hires value, respect, and want differs from the needs and desires of previous generations. This program focuses on attracting millennial talent and selling them and those who influence their decisions.
At this program’s conclusion, participants should be able to:
- Explain what differentiates members of the millennial generation from their predecessors.
- Recognize personal biases that may hurt their recruiting efforts.
- Describe how millennials make decisions and the role their parents and other influencers have in that process.
- Articulate the short and long-term benefits their organizations offer.
- Use questions to sell opportunities.
- Match communication preferences.
- Respond to concerns and objections and use the 3F model.
The following outline highlights some of the course’s key learning points. As part of your training program, we will modify content as needed to meet your business objectives. Upon request, we will provide you with a copy of the participant materials prior to the session(s).
What We Know: Examining the Millennial Generation
Precious, protected, pressured, and programmed: At some point, all of those words have been used to describe members of the millennial generation. In this opening discussion, we will review facts and figures about this group, and participants will share what they’ve learned from their experiences attracting recent graduates to the workplace. Following this discussion, course participants will identify their challenges and goals for the day.
To Whom Are We Selling: Identifying Our Audiences
Unlike previous generations, recent graduates are far more likely to have others involved in their decision to choose a next life step. This portion of the course focuses on centers of influence and the various gatekeepers and conduits that sway millennials. We will talk about building rapport with members of these groups and techniques for keeping the lines of communication open.
What We’ve Got: Knowing What You’re Selling
You can’t sell what you can’t explain. Working in teams, participants will articulate the benefits their organization offers millennials. Next, using Business Training Works’ FaceDeck, participants will develop stories for a series of potential recruits and determine which of their organization’s benefits would be of greatest interest to each.
Stop Telling: Using Questions to Sell
Great salespeople know people believe their own data. Potential hires are more likely to buy or buy-in when they are led to conclusions with questions rather than being told what to do. In this part of the program, we will practice using questions to sell opportunities to millennials and those who influence their decisions to join an organization.
Staying Connected: Matching Communication Preferences
“I called six times, and he didn’t answer. In desperation, I finally sent a text, and I heard back right away. I don’t get it. I’ve never liked texting, but I’ve learned to use it.” Sound familiar? It might. Your grandparents wrote letters. Your parents made phone calls. You may prefer email. The new generation texts. If you want to make a connection, you’ve got to choose the right method. This program segment addresses different communication vehicles and how recruiters can use each to their advantage.
Overcoming Objections: Responding to Concerns
Because of the nature of the work, social media is not allowed on the job. Flextime isn’t an option. The training is long and demanding. Whatever the hurdle, a response exists to address the concern. In this part of the workshop, we will explore the 3F (Feel, Felt, Found) model for addressing objections. Following an explanation of how to use this technique, participants will practice using it to answer common concerns.
By the conclusion of this program, participants should have a firm understanding of the millennial generation and specific actions they can take to influence them and those whose opinions they value.