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Corporate recruiters and employers tend to perceive Millennials as a major flight risk, not worth investing in because they’ll be out the door in a year or two. Yet our data reveals this stereotype to be grossly misapplied. While Millennials with a financial safety net are far more likely than those who lack it to be a flight risk, they comprise a mere nine percent of this talent cohort. In Misunderstood Millennial Talent, we bust other myths about employees between the ages of 21 and 34 to stress the imperative to talent specialists of investing in this next generation of leaders.
Joan Snyder Kuhl is a fellow for CTI and principal of HCP. Kuhl has 13 years of corporate management experience working at Eli Lilly, Forest Laboratories and Actavis in sales, marketing, organizational effectiveness, training and development.
Jennifer Zephirin is senior vice president of strategic outreach at the Center for Talent Innovation where she manages Task Force member relationships and engagement. Prior to joining CTI, she managed Diversity and Inclusion at Morgan Stanley and specialized in organizational culture change.
Sylvia Ann Hewlett is an economist and the founding president of the Center for Work-Life Policy, a non-profit think tank where she chairs the "Hidden Brain Drain," a task force of 67 global companies committed to global talent innovation.
Table of Contents
PART ONE: THE NINE PERCENT Chapter 1: Can’t Work with Them, Can’t Work without Them Chapter 2: Who is Flighty? PART TWO: THE OTHER NINETY-ONE PERCENT Chapter 3: The Investment Imperative Chapter 4: Intellectual Growth and Challenge Chapter 5: Rewarding Professional Relationships Chapter 6: What the Ninety-One Percent Actually Values Chapter 7: Millennial WomenEmpowered on the Outside, Left Wanting on the Inside Chapter 8: Older MillennialsThe Lost Generation PART THREE: THE ASIA-PACIFIC IMPERATIVE Chapter 9: China Chapter 10: Hong Kong Chapter 11: India Chapter 12: The Philippines 13 Singapore 115 PART FOUR: SOLUTIONS