2nd HR Summit

Amsterdam

26-27 October

Recruiting and Retaining Young Talent By Selling

More Than Just A Salary

2nd HR Summit 26-27 October

Tom Hamers

Partner – Become A Trainee

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2nd HR Summit

Amsterdam

26-27 October

Part 1: What are the trends in young talent management?

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2nd HR Summit

Amsterdam

26-27 October

Trends

• Managing talent, which includes issues such as talent pools and effective staffing of

leadership positions, continues to be the most critical topic for executives1

• 1 in 4 workers has been with their current employer for less than a year

• In high performing companies 49% of corporate officers strongly agree that improving

the talent pool is one of their top three priorities2

Trends

1. Retention of young talent is difficult

2. Talent acquisition and development is a key priority for high

performing companies

1: BCG “Creating people advantage 2010” report

2: McKinsey “War for Talent”

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2nd HR Summit

Amsterdam

26-27 October

Young talent: characteristics

There are over 70 million people belonging to Generation Y . Generation Y is

more than three times the size of Generation X .

Generation Year

Traditionalists born before 1946

Baby Boomers 1946 to 1964

Generation X 1965 to 1981

Generation Y 1982-2001 (9/11) 4 Identity

Team rotation

Let them be expressive

Allow flexibility

But insist on results

Multicultural teams

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2nd HR Summit

Amsterdam

26-27 October

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Part 2: What are the ingredients of a young talent programme?

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2nd HR Summit

Amsterdam

26-27 October

Best practices to attract and retain Generation Y High Potentials

We have identified 9 topics for a successful young potential programme:

Programme duration

Balanced projects

Training and development

Team dynamics

Personal branding

International exposure

Performance appraisal

Mentorship Return on investment

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2nd HR Summit

Amsterdam

26-27 October

How to attract and retain Generation Y High Potentials

A clear begin and end date sets a clear timeline and expectations.

Become A Trainee study shows that on average, the preferred duration is 20 months.

Creating a small community for your high potentials facilitates sharing of experiences.

(Ex-) Trainees indicate that ideally 14 trainees start every year to optimize the size of the group and

knowledge sharing.

Networking events, exposure to senior management and a wide variety of employees allow young talent to

display and proof their talent.

We have identified 9 topics for a successful young potential programme:

Programme duration

Team dynamics

Personal branding

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2nd HR Summit

Amsterdam

26-27 October

How to attract and retain Generation Y High Potentials

Diversity of projects assures that young talent get acquainted with multiple aspects of your business.

On average, trainees would like to choose from at least 8 projects while in reality they can only choose from 4.

The exposure towards different cultures, environments and people is important in the development of your

young talent.

Trainees prefer being abroad for 4,5 months during their traineeship instead of the current 2 months.

Provide feedback at regular intervals and reward good performance.

A little less than 1/5th of the trainees receive 10% salary increase during their traineeship while 1/3rd of the

trainee population thinks this is a reasonable increase.

We have identified 9 topics for a successful young potential programme:

Balanced projects

International exposure

Performance appraisal

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2nd HR Summit

Amsterdam

26-27 October

How to attract and retain Generation Y High Potentials

Young high potentials require general and tailored training to understand the basics of working successfully

in a business environment.

Trainees would like to spend 17% of their time on training.

‘tight’ coaching by senior level individuals allows your high potential to be continuously steered and evolve

to a higher level. Furthermore, it facilitates introduction and exposure to higher management.

Research shows that (-ex)trainees would like to have more exposure to higher management.

Participants strongly agree that a traineeship programme helps companies to attract and retain high

potentials.

Training and development

Mentorship

Return on investment

We have identified 9 topics for a successful young potential programme:

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2nd HR Summit

Amsterdam

26-27 October

Return on Investment

Retention Best-in-class young management

programs achieve retention rates of 90%

or higher, this is 10% above the average

retention rate of young management

programs.

3 years after finishing their management

traineeship, more than 50% of the ex-

trainees occupy manager level positions.

After 6 years, this is 70%.

0%

20%

40%

60%

80%

100%

Stayed with the company

Left the company

90%

10%

0%

10%

20%

30%

40%

50%

60%

70%

2005 2008

70%

52%

30% 48%

(Senior) Manager

Specialists

Career Development

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2nd HR Summit

Amsterdam

26-27 October

Case: Young Graduate Programme assessment

for a major telecom provider

Key figures June 2011

Customer

Telecom Operator

Headcount: 15,765 FTEs

Balance sheet total: 8,39 M€

EBITDA 2011 estimated: 2,00 M€

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2nd HR Summit

Amsterdam

26-27 October

Approach

• Gather data from current and ex-trainees

using online questionnaires and interviews.

• Participants value the importance and

reality of 44 statements covering the 9

ingredients of management traineeships.

• Analyze the data, e.g. through “Reality –

Importance” reports.

• Compare company specific data to

market data from 56 companies, 13

countries and 9 sectors.

TENSION CONFIRMATION

INDIFFERENCE DILEMMA

REALITY

IMP

OR

TAN

CE

• Formulate hands –on recommendations.

• Present findings and proposed improvement

actions.

Step 1: Gather information

Step 2: Analysis

Step 3: Advise & Improve

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2nd HR Summit

Amsterdam

26-27 October

Results

The most negative themes for this customer are “Performance Appraisal” and “Balanced Projects”.

The worst scoring statements are

Together with HR I set up a personal development plan,

My salary and growth opportunities depend on my performance,

All trainees have a personal mentor with a senior level profile.

The theme “Personal Branding” is the best scoring theme. Participants confirm that they have built a

Valuable network within their company and that

At least one of the projects was in a core department of the company.

Balanced Projects is a topic that is located in the Tension Zone for our customer. Two out of six

statements fall in the Tension zone: “For the traineeship projects, I have a good view on the

project content, timing and expectations“ and “There are always more projects available than

there are trainees“.

Two statements that are valued as important and are not present in the reality of the traineeship

programme are:

All trainees have a mentor with a senior level profile

A mentor can help in the search of a new project

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2nd HR Summit

Amsterdam

26-27 October

Outcome

Based on our benchmark, analysis and advise,

the customer’s HR management validated an action plan with 10 topics:

1. Vision & positioning of Young Potentials Programme

2. Number & profiles to be hired

3. Visual & communication channels

4. Job fairs, events & selection process

5. Recruitment & selection process

6. Salary & advantages, performance evaluation and appraisal

7. Training & Development programme

8. Personal Development Plans

9. Efficiency: automatisation of documents

10. Young potential programme funding

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2nd HR Summit

Amsterdam

26-27 October

www.becomeatrainee.eu

Tom Hamers Partner tom@becomeatrainee.eu Tel: +32 475 75 74 40

Contact details

Alexander Kupers Partner alexander@becomeatrainee.eu Tel: +32 486 96 19 33

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2nd HR Summit

Amsterdam

26-27 October

Q&A

Q&A

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2nd HR Summit

Amsterdam

26-27 October

micromanagement

Generation Y Individuality Participation

Confident

Convergence

Collaboration Open

Opportunity

Wireless Online

Mentoring

Leadership

Social Movements

Blogs

iPod

Video

Mobility

RSS Google

Data Driven

Productive Diverse

Adaptable

Instantaneous

Facilitation

Mobile

Associative

lifestyle

family

passion

problem solvers

technology

continuous partial attention dream job

value systems

interactive

internet easily bored

environment

seeks mentors

be respectful

conform

soccer camp

myspace job environment

guitar hero

personal planner

uncertainty

expectations

karate

credibility

bureaucracy

safety equality

determination

impacting

college

feedback

piercings

opportunity

cell phones feedback

two incomes

american idol

reality TV

global

high school

american

international

international

facebook

famous

wikipedia mac vs pc

sports iTunes basketball

adolescence

relationships

dating automation

competition

team orientated

online

government

web 2.0

instant

praised

Characteristics

Direct

democracy

terrorism

Appendix: Generation Y characteristics

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2nd HR Summit

Amsterdam

26-27 October

INDIFFERENCE DILEMMA

TENSION CONFIRMATION

and are the most positive topics for the

.

The topics and are significantly less important compared to other topics.

Customer

Total Population

The topic and is located in the Tension Zone.

Appendix: survey results 9 Topics

IMPORTANCE

International

Mentorship

Return on Investment

Performance appraisal

Personal branding

Department familiarity

Duration

Projects

Training & development

REALITY

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