Kitchen & Bath Business - February/March 2018 - 18

Hot Topic

Targeting
Younger Talent
To h i r e t h e r i g h t e m p l o y e e s ,
stand by your brand
RECRUITMENT IS NOT WHAT IT USED TO BE.
Time was, employers had jobs to fill and candidates needed jobs. If candidates could demonstrate they could do the job and were willing to
work for what the employer was offering, they had
a deal. You're hired. Welcome. Now get to work.
Those are not the times we are living in now if
you are looking to hire the best candidates - and
especially not if those candidates are 30 or younger.
Employment numbers are way up, and job seekers have become more demanding and selective.
They are not just looking for more pay or a position
another rung up the ladder.They want to find a firm
they feel good about working for, where they can
make a real contribution. While you're screening
candidates, they're scoping out your firm, trying to
find out what kind of reputation it has and whether
employees like working there.In short,they want to
know whether you stand by your brand.

Millennial candidates tend to be more confident, as well. They may lack
your experience, but they're not newbies, either. They've been competing
and developing their social and entrepreneurial skills from a very young age.
They don't just want to hear what their job duties and responsibilities will be;
they want to talk about their role in the firm, how they can contribute to its
goals and mission, what you're going to do to help them develop and advance
professionally and whether the leadership is responsive to suggestions and
ideas from junior staff. Because they are highly social, they want to feel that
they are part of a team, not just a slot on the organizational chart.
ATTRACTING A YOUNGER GENERATION

MILLENNIALS IN MOTION

A survey of millennials conducted by LinkedIn
in 2016 found that when they hear of a job opportunity, they want to find out more about your
organization.To do that, they are more likely than
members of other generations to follow it on social media. It's important, therefore, that you are
actively recruiting using social media - and that
your platforms are attractive, branded properly
and speak to millennials' aspirations and values.
In this research, the most important information millennials want to know about your
company is about its culture and values - are you
someone they want to work for? They are not just
going to take your word for it; they want to know
how others perceive your firm, especially current and former employees, clients you've worked
with, etc.They want to know what kind of projects
you do, who your clients are and how you treat
your employees. Sure, they care about the position, too, but that's less important to them than
the environment in which they are going to work.

18

LLOYD PRINCETON is a
recruiter dedicated to career
and professional development
in the interior design and
architecture industry.
www.idtalentsearch.com

Another thing to keep in mind when recruiting millennials is that they place
a great deal of importance on their quality of life.They are used to putting in
a lot of hours but not necessarily in one big stretch. For their boomer bosses
- and even for their GenX supervisors - who often put their jobs ahead of
their families and worked late hours because that was what was expected of
them, the millennials' preference for flexible work hours and working offsite
may appear overindulgent and create a lot of friction and frustration. Do
not mistake their desire for flexibility as a lack of work ethic. It's just a different work ethic - one perhaps more in keeping with the digital economy in
which they have grown up but to which their seniors are still trying to adapt.
Granted, this can be disruptive at times, but that needs to be worked out on
a case-by-case basis, not as a matter of policy.
When it comes to making an offer, bear in mind that millennials tend
to place a higher value on benefits and perks than on salaries and bonuses.
According to the results of the LinkedIn survey, the number one reason
millennials accept a new job is because of better compensation and benefits,
including flexible work schedules, free meals or snacks, childcare and public
transportation discounts, financial management counseling, etc. You don't
have to offer all or even most of these, depending on the size of your firm. Just
remember that presenting your firm as an employee-friendly and supportive
environment is crucial. Even more crucial, though, is its living up to his/her
expectations once the employee has come on board.


Kitchen & Bath Business / FEB.-MARCH 2018 / KBBONLINE.COM / The official publication of KBIS (KBIS.com)


http://www.idtalentsearch.com http://www.KBBONLINE.COM http://www.KBIS.com

Kitchen & Bath Business - February/March 2018

Table of Contents for the Digital Edition of Kitchen & Bath Business - February/March 2018

Kitchen & Bath Business - February/March 2018
Contents
Editor’s Note
Show Director’s Note
Happenings
Trends
Hot Topic
Skill Set
Better Business
Tech Savvy
KBIS 2018
Small Spaces
Color Find
Balanced Budget
Solutions
Before & After
Products with Staying Power
What’s Hot
Design With
Kitchen & Bath Business - February/March 2018 - Kitchen & Bath Business - February/March 2018
Kitchen & Bath Business - February/March 2018 - Cover2
Kitchen & Bath Business - February/March 2018 - 1
Kitchen & Bath Business - February/March 2018 - Contents
Kitchen & Bath Business - February/March 2018 - 3
Kitchen & Bath Business - February/March 2018 - 4
Kitchen & Bath Business - February/March 2018 - 5
Kitchen & Bath Business - February/March 2018 - Editor’s Note
Kitchen & Bath Business - February/March 2018 - 7
Kitchen & Bath Business - February/March 2018 - Show Director’s Note
Kitchen & Bath Business - February/March 2018 - 9
Kitchen & Bath Business - February/March 2018 - Happenings
Kitchen & Bath Business - February/March 2018 - 11
Kitchen & Bath Business - February/March 2018 - Trends
Kitchen & Bath Business - February/March 2018 - 13
Kitchen & Bath Business - February/March 2018 - 14
Kitchen & Bath Business - February/March 2018 - 15
Kitchen & Bath Business - February/March 2018 - 16
Kitchen & Bath Business - February/March 2018 - 17
Kitchen & Bath Business - February/March 2018 - Hot Topic
Kitchen & Bath Business - February/March 2018 - 19
Kitchen & Bath Business - February/March 2018 - Skill Set
Kitchen & Bath Business - February/March 2018 - 21
Kitchen & Bath Business - February/March 2018 - Better Business
Kitchen & Bath Business - February/March 2018 - 23
Kitchen & Bath Business - February/March 2018 - Tech Savvy
Kitchen & Bath Business - February/March 2018 - 25
Kitchen & Bath Business - February/March 2018 - KBIS 2018
Kitchen & Bath Business - February/March 2018 - 27
Kitchen & Bath Business - February/March 2018 - 28
Kitchen & Bath Business - February/March 2018 - 29
Kitchen & Bath Business - February/March 2018 - 30
Kitchen & Bath Business - February/March 2018 - 31
Kitchen & Bath Business - February/March 2018 - 32
Kitchen & Bath Business - February/March 2018 - 33
Kitchen & Bath Business - February/March 2018 - 34
Kitchen & Bath Business - February/March 2018 - 35
Kitchen & Bath Business - February/March 2018 - 36
Kitchen & Bath Business - February/March 2018 - 37
Kitchen & Bath Business - February/March 2018 - 38
Kitchen & Bath Business - February/March 2018 - 39
Kitchen & Bath Business - February/March 2018 - 40
Kitchen & Bath Business - February/March 2018 - 41
Kitchen & Bath Business - February/March 2018 - 42
Kitchen & Bath Business - February/March 2018 - 43
Kitchen & Bath Business - February/March 2018 - 44
Kitchen & Bath Business - February/March 2018 - 45
Kitchen & Bath Business - February/March 2018 - Small Spaces
Kitchen & Bath Business - February/March 2018 - 47
Kitchen & Bath Business - February/March 2018 - Color Find
Kitchen & Bath Business - February/March 2018 - 49
Kitchen & Bath Business - February/March 2018 - Balanced Budget
Kitchen & Bath Business - February/March 2018 - 51
Kitchen & Bath Business - February/March 2018 - Solutions
Kitchen & Bath Business - February/March 2018 - 53
Kitchen & Bath Business - February/March 2018 - Before & After
Kitchen & Bath Business - February/March 2018 - 55
Kitchen & Bath Business - February/March 2018 - Products with Staying Power
Kitchen & Bath Business - February/March 2018 - 57
Kitchen & Bath Business - February/March 2018 - 58
Kitchen & Bath Business - February/March 2018 - What’s Hot
Kitchen & Bath Business - February/March 2018 - 60
Kitchen & Bath Business - February/March 2018 - 61
Kitchen & Bath Business - February/March 2018 - 62
Kitchen & Bath Business - February/March 2018 - 63
Kitchen & Bath Business - February/March 2018 - 64
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Kitchen & Bath Business - February/March 2018 - 71
Kitchen & Bath Business - February/March 2018 - Design With
Kitchen & Bath Business - February/March 2018 - Cover3
Kitchen & Bath Business - February/March 2018 - Cover4
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