A friend started a new senior job in the financial sector, she had been hired because of her FMCG experience and they were keen to inject the rigour and consumer focus of FMCG into the way they worked in marketing.
So far I’ve discussed Millennial’s work needs, how companies can attract and develop their Millennial workers. Now we will focus on retention, which is important because the average time spent in a job by under-35s is less than 3 years,
In previous posts, I’ve discussed the needs of Millennials, and how firms can better attract them to their organisation. In this post we are going to explore how to help develop them. We are pushing on an open door with
In a previous blog post, I discussed the needs of Millennials: they’re Skill Seekers, who want Productive Experiences, to be Short Term Sensations, Society Contributors and Collaborative Connectors. I’d now like to discuss how businesses and recruiters can go about
Recently, a creative agency wooed and recruited a new Creative Director. However, when the CD started they found him inflexible in his approach, antisocial and militant in his music choices, to name but a few woes. After three months, he