The Millennial Equation: The Role of Livability in Talent Recruitment



SSON Editor
06/09/2015

Young talent. Everybody wants it. And communities across the U.S. have made significant investments to make themselves more appealing as places to live, recognizing the importance of quality of place in drawing talent.

But what does the Millennial generation really want from a community, and what do they consider the most important criteria in making that location decision?

A newly released white paper, The Millennial Equation: Does Livability Really Factor Into Attracting Young Talent? delves into these questions to shed light on what Millennials

"Every day, 12,000 Millennials stop being 20-somethings," says Matt Carmichael, editor of Livability.com. "As they turn 30, they enter the decade of their lives where they will take many of the steps they have put off until this point: getting married, buying homes and cars, and having children. In other words, the most educated and diverse generation the workforce has yet seen is reaching the point where they will settle down and plant some roots."

So, what does this mean for your business operations? How and where should you be focusing your attention to attract and retain the caliber of staff you need? What can you learn from this data that will help you build strong teams and drive even stronger results through Shared Services Centers?

The Millennial Equation includes analysis of research Livability.com commissioned, including a survey conducted by global market research firm Ipsos Public Affairs that examined issues that drive and impact relocation decisions. The survey asked more than 2,000 adults in each of the last three years about the characteristics of livability they value in their current and future communities. The survey was conducted as part of Livability’s research into the Best Places to Live, which is based on a data-driven ranking methodology developed in partnership with The Martin Prosperity Institute, directed by urbanist theorist, Richard Florida.

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