2. Employing the New Generation of Hospitality Leaders: Millennials on the job.  

3. Context Why are we here? Consider having an intern
Bridge the gap between employees and employers
Constant conversations
Objectives
Learn the benefits of having an intern at your business.
How to go about getting the best experience for employer & intern.
Identify and discuss characteristics of the next generation of professionals
How to deal with the millennial generation?
Inform professionals about current motivations, values and needs of millennials.
Who’s here?
Vets
Boomers
Xers
Millennials
Grads
New Professionals
Seasoned Professionals
Context means why are you here and what am I going to speak to you about today? ASK THEM HOW MANY OF YOU HAVE HAD AN INTERN AT YOUR COMPANY AND I SAY “OH GOOD” SO SOME OF THIS MIGHT SOUND FAMILIAR TO YOU.”
Who’s here: all of you fall into one or more of these categories and may be curious about having an intern at your company.
The objectives for why we are here are: and summarize the bullets under objectives.
Xers – generation X= they followed the baby boomers
Millenials =

4. NSCC’s co-operative (co-op) education & internship
A co-op is paid
An internship can be paid or unpaid.
Both must give the student meaningful work.
Students usually work between 12 and 15 hours per week for a total of 120 hours.
Employer fills out an evaluation at the end of the co-op/internship.
It’s a course and work experience for the student
This slide discusses highlights of NSCC’ intern program.
Meaningful works means not just answering phones or filing.
Last bullet means student not only works with you but takes a classroom portion as well where they learn things such as: resume writing, handle work situations like not gossiping, politics, etc, how to work in teams, etc.

5. The benefits of having an intern at your business
relationship between student and employer enables a company to meet immediate employment needs with motivated and competent personnel.
Co-op Education/Internship placements also allow employers to screen and recruit students for permanent career positions.
Employer acts as a mentor.
In the end it could assist employer with finding a dedicated employee to the hospitality industry.

6. https://www. youtube. com/watch
AND pull up the NSCC co-op webpage -
AND can put up the separate pages for employers and benefits

7. How to go about getting the best experience for both you and the intern?
Before you commit, make sure you and/or your staff has the time to devote to mentor a student.
Create a job description for the intern and the college coordinator

8. Discover what current college freshmen are learning in college and how this may impact your business.
Critical Thinking Skills
Well-rounded student who’s studies art, music, economics, history
Sustainability
Examples of industry specifics are: Planning events & tour design, marketing, & hotel operations

9. Employers: How do you manage Millennials?
Provide Structure
Paint clear pictures for them
Monthly due dates
Define assignments & success factors!
Goals are clear
2. Provide Leadership and Guidance
Establish mentor programs
Spend time teaching and coaching
Give feedback daily
Encourage
Self-Esteem
Grow training departments
4. Teams
Add/Expand size of teams
Listen
Millennials are ready for challenges and change
Boring is BAD
7. Computer, Cell Phone, Electronic Literacy
Take advantage of their capabilities
8. Millennial Networking
again…teams!
9. Life – Work Balance
Overbooked, but need to have a life
10. Fun, Employee-Centered Workplace
Do not bore them
11. Multi-Tasking
…”Millennials have a high regard for themselves, not just as individuals, but also as a group.”
Heathfield, Susan M, Managing Millennials: Eleven Tips for Managing Millennials
Twenge, Jean M., Generation Me
Zemke, Raines, & Filipczak, Generations at Work

10. What motivates millennials?
Need and want training
Guidance/mentoring
They aren’t‘ that much different than many employees before them.
Myth that they are “job hoppers”-I MAY WANT TO MOVE OR DELET THIS??
According to the March 26, 2015 Fortune Magazine, the top 3 millennials want in a career are: FINISH THIS AFTER READING ARTICLE
Myth they are job hoppers as they there’s not another younger generation to compare them too. Employers would be better off focusing on hiring millennials the same as they hire any other employee.

11. https://hbr.org/2016/04/what-do-millennials-really-want-at-work
Copy the 1st chart with its source in here
A 2015 national study commissioned by CNBC echoes these results. Looking at the importance of six traits in a potential employer — ethics, environmental practices, work-life balance, profitability, diversity and reputation for hiring the best and brightest — CNBC found that Millennial preferences are just about the same as the broader population on all six. In fact, countering hard-to-please stereotypes, Millennials reported being more satisfied with the training and skills development they receive, compared with 76% of the rest of the population; 76% were satisfied with their opportunities for promotion, 10 percentage points higher than the rest of the population.
Source: link above

12. Sonja Ardoin | Katie Lane | Ryan O’Connell
Questions?
For continuing information:
Sonja Ardoin | Katie Lane | Ryan O’Connell
ACPA Convention 2008

13. Work Cited http://www.northshore.edu/internships/