Since 2011, Deloitte has conducted an annual millennial survey to help businesses gain an understanding of their workplace concerns and motivations. Findings prove beneficial for recruiters seeking to hire, develop and retain these talented professionals. And in diving further into 2017 research, it’s clear career services and employer relations professionals can use this data to tailor their coaching, broaden their industry knowledge and develop optimal employer relationships.
Without further ado, let’s take a look at some of The 2017 Deloitte Millennial Survey key findings and detail their context relating to career services and employer relations.
Millennials Value Businesses’ and Their Own Impact on Social Issues
Of the roughly 8,000 millennials representing 30 countries, 86 percent believe the measurement for success for a business should include its impact and involvement in social issues. With the trend of job hopping being a particular concern raised in past Deloitte surveys, it’s encouraging to note that millennials intend to work longer with employers who strive to make a positive social impact.
Millennials don’t want their employers to be the only ones making a social impact, though. They strive to feel empowered in the workplace by participating in social initiatives their employers are involved in.
The 2017 Deloitte Millennial Survey proves millennials feel accountable for a number of issues, including:
- 59 percent feel accountable for protecting the environment
- 53 percent feel accountable for social equality
- 39 percent feel accountable for behavior and action of large businesses
- 40 percent feel accountable for the direction of the country.
In addition, the report shows that it is in the workplace where millennials fell most influential.
As a career services professional looking at this data, it equips you with the ability to affirm students that there are numerous companies and organizations that place a priority on making a positive social impact. When counseling students, those in career services can feel comfortable knowing they are encouraging students to pursue careers in environments where they will feel fulfilled — because these opportunities align with students’ social passions.
For those students approaching interviews or mock interviews feeling like they may not be able to connect with employers, career counselors can reference this study to suggest using shared interest in certain social issues as a conversation starter.
In regard to employer relations, these professionals have additional data to reference when formulating new employer partnerships. This data also allows them to effectively advise existing employers on how to best recruit students — keeping them committed to and engaged with the university.
Millennial’s Ideal Working Culture
A major concern trending in recent Deloitte studies showed millennial professionals keen to leave their respective companies and organizations within two to five years of employment.
The trend which quickly became referred to as “job hopping” might not carry as much weight as it did 12 months ago. Due to 12 months of political and social change, employment ideals have changed for millennials.
Especially in the United States, millennials are now more likely to stay with their organization beyond five years rather than leave within two. Additionally, 63 percent of all those surveyed prefer full-time/permanent employment over contract and freelance work.
While millennials are beginning to prefer stability and job security, they’re still in favor of flexible working conditions. The Deloitte research points out that such conditions are linked to improved performance, personal benefit and loyalty. And employers are accommodating these millennial desires.
- 69 percent of millennials report being able to choose when they start/finish work
- 68 percent of millennials report choosing, to some extent, what they do as part of their job
- 64 percent of millennials report choosing to be able to work from the office, home or other locations
In looking at the correlation between workplace flexibility and millennial professionals’ personal responsibility at work, 34 percent of employees working in highly flexible workplaces take a “great deal” of personal accountability while only 12 percent report the same feeling working in environments with low flexibility.
Again, what does this signal to career services and employer relations professionals?
For employer relations, these millennial notions prove they place a premium on workplace culture in addition to salary and other benefits. As employer relations is very much about keeping both the employers and students they are seeking to recruit happy with the relationship, professionals can advise recruiters to highlight their culture as a differentiator at career fairs, networking events and in-person interviews.
Knowing millennials are more productive in these environments, those in employer relations can also assure employers that these tactics will ultimately benefit their organizations in the long run.
On the career services side, entrepreneurship and careers at startups have become increasingly appealing to students. Not only do future graduates gravitate towards the idea of being their own boss, but the flexible culture associated with startups makes them an ideal employment destination.
The reality of employment landscape is that while startups overall create a strong market for jobs, they are not annually offering numerous jobs to graduates. Knowing that millennials currently in the workplace recognize companies becoming more flexible across the board, career services professionals can let current students know they can find the culture they seek at numerous organizations.
Innovation in the workplace is more prevalent than ever. Established companies such as Liberty Mutual are disrupting industries in the same way early-stage startups are.
The 2017 Deloitte Millennial Survey is an extremely valuable resource for career services and employer relations professionals seeking to stay on the cutting edge of the career landscape. In looking towards the future, it will be interesting to see Generation Z’s attitude toward career prospects and ideal working conditions.
For those interested in learning how mentoring will contribute to career services and employer relations, feel free to explore CampusTap’s private career networking platform.
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