The Materiality of Millennials

Those born in the ‘80s and ‘90s have been shaped by forces that no generation before has experienced, and many of those influencing factors are quite foreign to their baby boomer leaders. Technology, social media, globalism, changing family structures and the smaller size of this generation have all combined to create a group of workers who, if they are understood, will bring positive and much-needed change to professional services firms. How do small to medium-sized firms unlock that potential?

This course has been acquired via a partnership with Chartered Professional Accountants (CPA) Canada.

This eLearning course details the essential skills needed to recruit, construct contractual provisions for, and retain Millennial employees. In terms of employee retention, this valuable series concludes with key insights into how Millennials progress through their careers. Through articles and exercises, each part in the series will provide you with an opportunity to apply the information learned.

You will learn about:

  • The defining characteristics of the Millennial generation and how it will interact with other generations within the firm
  • How traditional processes can be reviewed and altered to allow millennials to contribute most effectively
  • Effective recruiting strategies
  • Reward strategies, including compensation and recognition, that will really motivate Millennials
  • The nature of teams within a Millennial-heavy workforce
  • How to rethink traditional career progression and succession models.

  • Who should attend?

  • Professionals from small to medium-sized firms who are responsible for recruitment and retention
  • Recruitment consultants for small to medium-sized firms
  • Firm leadership who would like to learn more about the Millennial generation

  • caanzelearning

    Course Outline:

    The defining characteristics of Millennials

  • Millennials within the firm culture
  • Examining traditional structure and work flow in a Millennial context
  • Challenges surrounding the chargeable hour as a primary measuring tool

  • Effective recruiting strategies

  • Marketing to Millennials – what do Millennials want?
  • Interviewing techniques
  • Discovering the most effective value proposition
  • Setting reasonable expectations from the very beginning
  • On-boarding program

  • Reward strategies

  • Cash compensation
  • Non-cash compensation
  • Benefits
  • “Millennials Perk for Pay” survey

  • Work environment

  • Dress, distractions and dinners
  • Social media

  • Access to technology

  • Using “reverse mentoring” relationships to utilize Millennials’ skills and to enhance those of others within the firms

  • Retention – what is different between millennials and other employees and what is not

  • The connection between engagement and retention
  • The use of teams and Millennials
  • Friends at work
  • Share the mundane

  • Succession

  • Multiple paths to the future
  • A career matrix rather than a ladder

  • Revisiting the requirements to approach work differently

  • Examining traditional structure and work flow in a Millennial context
  • Challenges surrounding the chargeable hour as a primary measuring tool
  • Susan Hodkinson

    Susan is the COO at Crowe Soberman, where she has management responsibility for the operations of the firm, including finance, information technology, human resources, facilities and marketing. Susan also heads the firm’s HR Consulting Group. In this capacity, she provides advice on all aspects of human resources, and demonstrates how strong HR practices can assist the owners of small to medium-sized businesses to manage, grow and secure their businesses.

    Susan is a frequent writer, speaker and facilitator on a variety of HR, operational and general business topics. Her background includes more than 20 years of senior management experience in professional services firms, as well as five years acting as senior vice-president, operations, for ClubLink Corporation, Canada’s largest owner, operator and developer of private and resort golf courses.

    Included in Susan’s community activities are sitting on the board of directors of the McMichael Canadian Art Foundation. She is the chair of the Toronto Chapter of the International Women’s Forum and sits on its national board.

    Susan is a graduate of the University of Western Ontario. She has completed executive education at Queen’s University, Chicago Booth University, McGill University and the Anderson School of Business at the University of California, Los Angeles.


    Topic: Business Mindset, Future Focused, People & Leadership

    Sub-Topic: Future of Business, Leadership, Personal Effectiveness, Talent Management

    Format: eLearning

    Proficiency Level: Intermediate, Advanced

    CPD: Upto 3 hours