According to the Arberdeen group, 73% of millennials found their last job through a social media site. The use of social platforms as a talent database or advertising platform is a shift in the employment landscape that takes advantage of online engagement to actively seek out top talent through building company brand awareness and online reputation. Having a company with a large online presence that clearly communicates its values significantly reduces the time it takes to fill in vacancies.
With 75% of potential hires not actively searching for a new role, it is up to companies to take full advantage of social media as a means of employment outreach to acquire the best talent. While using social media, there are certain strategies to keep in mind and certain pitfalls to be cautious of.
Do create an engaging brand
Whether you post on Facebook, LinkedIn or Twitter, the key to building a reputable brand is consistency and captivating content. When browsing through LinkedIn, one will often find an abundance of articles written by company employees. These articles can provide insights into the activities of a company or on industry trends, helping to paint a clearer picture...
Generation Z (Gen Z) refers to the population born between 1995 and 2012—people of 23 years-old in average today—which will be forming the modern workforce, and that, according to United Nations, will account for 32 per cent of the global population in 2019. Compared to previous generations X (millennials of 48 years-old in average) and Y (32 years-old in average), Gen Z brings new characteristics to the table that represent a challenge and an opportunity to those companies aware of the emergence of this new talent wave.
Different generations usually differ, but there might be a special ground for challenge when current millennial managers are forced to interact with the young, ‘always on’ Gen Z. Understanding the differences between working generations then becomes a must for any company, rather than a choice. Millennials (Gen X), for example, are service oriented, enterprise focused, and storage managers; Gen Y focuses on press releases, they are bloggers and data analysts; and Gen Z are technological savants, online researchers, entrepreneurs and innovators.
Knowing the main traits of Gen Zis the fundamental starting point to prepare for this new generation of independent, competitive, entrepreneurial, and technological workers. Bruce Anderson—lead writer for the talent blog of...
Positive leadership, according to the Financial Times’ lexicon, are the principles that promote thriving at work, interpersonal flourishing, virtuous behaviors, positive emotions, and energizing networks. It focuses on facilitating the best of the human condition to emerge—its virtuousness—and thus, motivate people to unlock their potential inside the organizations.
Inspiring positive emotions in the workplace is highly beneficial and widely documented within scientific research and positive psychology. Positive emotions like joy, interest, pride, awe, and gratitude, for example, determine higher levels of wellbeing among employees, fostering resilience, reducing stress, and enhancing healthier immune systems. Happier employees are more engaged, more productive and creative, they sell more, they make better leaders and are less likely to burn out. As a result, companies have better client satisfaction, reduced employee absenteeism, lower job turnover, more innovation and increased profits.
But what differentiates a positive leader? Communication is the key. Positive leaders take responsibility not just for the content they want to share, but how well their message is transmitted. How clearly, lovingly, compassionately, sensitively,...
To clear the confusion once and for all, we will answer the question: what is the difference between recruiters and intermediaries?
What is a recruiter?
The word recruiter probably betrays what this person is responsible for within a company: recruiting and selecting new staff. When we ask Google for a definition of the term 'recruiter', we find out that Google hides a deep-seated dislike of recruiters. Fortunately, we know better.
The office of a recruiter is at (large) companies where people are regularly sought out for a specific vacancy. For example, if a company is active in ICT or in the technical sector, then a recruiter is the ideal person to identify the right candidates who match (vacancies that are hard to fill). This example does not only apply to the aforementioned sectors but applies to all kinds of vacancies that you can think of and where the candidate needs a specific set of skills.
A recruiter is responsible for the entire application process. From recruiting to placing a suitable candidate on an open vacancy. But what does a recruiter do outside of a lot of talking all day long to candidates?...
“I believe we can have more fun and create better results if we learn to understand and appreciate each other. I want to better the workplace.”
Sylvia Melzer works as a Team Coach, Organizational Advisor, and Interim Manager. Her extensive 20+ years working in teams herself, in a variety of roles from manager to consultant to projects, provides her with the experience and skill sets needed to navigate the highs and lows of teamwork. Sylvia Melzer has a bicultural upbringing, whereby she is sensitive to the nuances of cultural differences and she is a keen observer of human behavior, curious to understand why people do what they do. She is happily married with three sons.
What services do you offer your clients?
I offer a team profile that shows the strengths and weaknesses of the team as a whole, giving information about what competences need to be developed in order to improve the performance of the team. The team profile consists of the individual profiles in the team, based on individual online assessments. These profiles show strengths, differences and preferences of the individuals and the team as a whole and offer a direct way...
Technology has transformed communication by increasing the transparency in the way we converse. Mimicking human interaction is perpetually developing as we can now talk to our devices and they respond. Streamlining technology and communication has enhanced our collaboration in the workplace and will continue to do so as we embrace technological advances such as Artificial Intelligence (AI), Augmented Reality (AR), Virtual Reality (VR) and the Internet of Things (IoT).
Acutely aware of these branches of technology, the Netherlands is heralded as ‘The Digital Gateway to Europe,’ with their government backing the digitalisation of healthcare, mobility, energy and public administration. The Smart Industry Implementation Agenda is also driving digitalisation, with the aim of developing the most flexible digitally connected production network in Europe by 2021 through smart working. The birthplace of WiFi and Bluetooth, the Netherlands strives to maintain its position on the digital map as the ‘Most Connected Country in the World’, according to DHL Global Connectedness Index 2014. Proclaimed as the next industrial revolution, IoT, AI, AR, and VR possess the potential to develop communication between employees, management and clients; from using AR to display interactive 3D models when pitching an idea, to IoT enhancing...
Why You Should Put Millennials at the Heart of Your International Hiring Strategy
There are three forces acting on the world of international hiring and assignments and these are creating a need for recruiters and HR to shift their strategic focus to the Millennial Generation (Born 1998 -2002).
This does not mean discarding Generation Y (Born 1965 1982) and Baby Boomers (Born 1946-1964), as a multi-generational hiring strategy will lead to diverse teams that are more flexible and adaptable and more high performing; I am fully behind multi-generational teams!
However, the demographic shifts that are occurring in the candidate marketplace cannot be ignored as they are beginning to impact a global company's abilities to attract international talent. For example, research from Deloitte tells us that by 2026, both Millennials and younger workers will account for around 50% of the workforce. This means that if international businesses want to be able to effectively resource their teams with international recruits they must begin to develop processes that are especially attractive to Millennials.
Older workers less keen to travel while younger workers are keen jet setters
Another piece of research from the CEB suggests that 65% of global leaders, (who tend to be...
As the Dutch economy continues to grow, some of it as a result of its fast-expanding digital economy, some have questioned the role of the Netherlands’ job recruitment agencies (uitzendbureaus) that have always played a significant role in its unique working culture. These temporary employment agencies owe their existence to the economic climate of the second half of the 20th century—a period of economic fluctuation within various sectors. In general, this is also evident in sectors like the agricultural industry, which calls on temporary workers based around the seasonal growth of crops. Essentially, a flexible economy calls for flexible jobs and recruitment.
The Flexible Dutch Job Market
Around 700,000 people work as temps in the Netherlands, making it the country with the sixth highest percentage of flexible workers, usually with the intention of getting their foot into a particular labour market or getting to know an employer or sector. Temporary recruitment agencies play a unique role in the Dutch economy because they are also the typical first stops for foreign workers looking to find work in the Netherlands; agencies also typically help new workers to find temporary housing for further...
What started out as a new way of delivering goods through online digital sales has transformed the way global business is done, as well as the economy as a whole; the internet has driven the world towards a new Age of Network Intelligence where a plethora of information is readily available at our fingertips. Our everyday lives have forever changed, from the way we can find specific jobs through a simple Google search to the way we easily interact with others through social media. Not only has the digital economy created new opportunities through globalised connection, but it has allowed for the commercialisation of information, and other innovations, that more companies, like Facebook, have taken advantage of.
Emergence of the Digital Economy
The ‘digital economy’ was first coined in Don Tapscott’s The Digital Economy: Promise and Peril in the Age of Network Intelligence and is now estimated to be worth $3 trillion thanks to its hyper connective structure. In 2016, there was an estimate of 3.5 billion users online, or around 45% of the world’s population with user numbers continuing to grow. No longer are workers confined to offices with only the people around them...
The world as we know it is changing at a fast pace, moving from traditional business and cultural forms to digital technology in a process called digitalization. This process affects all aspects of our society, from communications, to production, to environment, to sales, to family life, and to working conditions. Today, we can even speak of a digital world, with a span including most ages and geographies across the planet: Half of the world's population is online, one third is on a social network, and more than half use mobile technology. This represents a global digital economy valued in $3 trillion (US), including technological infrastructure, e-Commerce, and an unlimited supply of content via internet.
According to the World Economic Forum, the impact of digitalization on society already is, and will be, wide and varied, with a forecast of up to 6 million jobs created worldwide between 2016 and 2025 in the logistics and electricity industries only. The digital revolution has eliminated roles (those associated with repetitive or standardized tasks) and created new ones, such as search engine optimization managers (SEO), social media managers, UX designers (user experience), front and back-end developers, technology managers,...
Linda is a professional with whom you’ll have the right click from the start. She is conscientious about delivering based on your expectations. With her guidance you’ll be able to look at yourself from a bird’s eye view and discover with precision what is most valuable from your past experience for your future career.
I would like to thank you for your great job to make my CV presentable and truly reflecting my knowledge and experience.
With your highly professional advices and support I felt more confident and eventually I got a job.