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,...
It has been a while since my last job interview, so last June, I was a bit nervous when I received an invitation to give a short presentation to my potential new managers. For me, the difficulty is not so much as to what to say—that part I can thoroughly research and rewrite (I use the STAR method). The part I find most nerve-wracking is adapting my attitude and behaviour within the first moments of the interview itself.
Up to a certain point, attitude and behaviour can be prepared. There are some do’s and don’ts that one is advised to heed. I know my traits and I can give examples when necessary, but what kind of candidate the employer is looking for is not always an exact science. One of the most often heard rejections is ‘you are not the right fit for the organization.’
Still, as the interviewee, there are ways to gain some control in this. Collecting information on the personality traits the company is looking for in a candidate could be one of the actions to undertake before applying for a job. For example, I called the contact person for a job vacancy and inquired...
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...
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.