Success. Failure. Learning. Unlearning. Manager. Boss. Peer. Colleague.
If you have a story to tell, share it with the world of how something made a difference to you, to your organization, to the larger purpose!
Simple hit the button below and share with us.
Think millennials and you think digital, and for good reason too. According to Forbes, 86% of the workforce who's presently in their first 10 years of employment will look for their next job opportunity on social media. But what exactly are they looking for? And what needs to be emphasized when attracting the best among them? Here’s a look:
It’s time to forget stating big numbers in hiring pitches. Millennials have consistently been proven to care more about organizational culture, transparency, and diversity than their predecessors. They choose a potential employer with a good work culture even at the cost of foregoing a more lucrative job. Focus on the intangibles, especially the work-life balance and the engagement practices and promote them actively on social media channels. Create a budget for promoting these aspects to make the most of your social media recruitment strategy.
The word-of-mouth of yesteryear has spilled on over to social media and online discussion forums. Employer-brand reputation must be fiercely protected, and negative reviews/feedback be constantly addressed visibly. It’s important to remember that the first thing a potential hire will do, is look up the employer in these online platforms. Negative reviews are a killer.
Millennials are an impatient lot. They seldom look at lengthy job notifications anymore, especially on social media. Across social platforms, the most successful hiring notifications are often short, prominent visuals that just require a glance through to convey what the job opportunity is about.
Attracting the best of millennial talent from social media requires constant contact. Creating a newsletter about employment, carefully crafted posts and personalized messaging, even among non-potential hires does wonders for creating a high recall of the employer. The results are easily visible when a hiring need arises – millennials are more likely to respond to an employer they feel they have a connection with, over others.