Recruitment: How Do You Solve A Problem Like Millennials?

Talent Acquisition of the Largest Labor Segment in the Age of Social Media

Millennials, the the generation born between 1981 and 1997 today represent 35 percent of the workforce. This compares to Gen X at 34 percent, boomers at 29 percent and the silent generation (pre-boomer) at 2 percent. (Pew Research)

It stands to reason that a greater percentage of millennials use social media than, say, baby boomers, and they do so on mobile devices while on the go. So, where to reach them on social media? Pop quiz: What social media site is best for reaching job seekers? If you said LinkedIn you’d be right — but that’s best for older, more experienced hires. For recent graduates and those with under two years of experience Facebook, as well as YouTube, is where you have to go to reach them best.

What does this prime pool of potential employees want out of a job? Reports site short term rewards and long term relationships as key attractants (SHRM), but from my experience you cannot understate the role company culture plays in attracting millennial job seekers.

That’s why you need to build a relationship with them online now, in order to attract them to fill spots later. Things like an inside look at what it’s like to be an employee at your company. What freedom-friendly policies do you have (e.g. flex hours, work from home)? What on-site amenities (e.g. health club, game room, free food/snacks, etc.) can they enjoy every day on the job? What team building and other fun events can they expect to participate in if they worked here?

When you share these and, eventually, job openings, you need to optimize your social media posts for mobile devices as part of an overall mobile-first digital strategy.

The golden rule for attracting millennials to your company using social media is the same as successfully marketing to any potential customer — know your audience.

Ron Casalotti, US Social Media Lead for @KPMG_US, presenting social media best practices to retired firm partners

RT @AmandaMarketer: .@roncasalotti, US Social Media Lead for @KPMG_US, presenting social media best practices to retired firm partners

ron at rp meeting

The ultimate guide to Twitterspeak, from the FBI, of course!

The ultimate guide to Twitterspeak, from the FBI, of course (PDF) http://ow.ly/yfgov

FBI Twitter shorthand list

The FBI’s List of Twitter shorthand

Hello 2014, But First Goodbye 2013

happy new year 2014

Happy New Year! I hope 2014 is a happy, healthy and successful year for you and your families. But before moving forward, here are a few updates on what went on since the summer when work needs distracted me from this blog: Read more of this post

LinkedIn 201 Basics: How To Share Thought Leadership [Infographic]

Four easy steps to building your online subject matter reputation by sharing informative articles on LinkedIn

Four easy steps to building your online subject matter reputation by sharing informative articles on LinkedIn

No Time For Social Media? Why You Should Make Some

Pocket watch, savonette-type. Italiano: Orolog...

(Photo credit: Wikipedia)

I came across this article, How to Make Space for Social Media,  published on Harvard Business Review by Alexandra Samuel, Vice-President of Social Media at Vision Critical, a market research technology provider (@awsamuel). She had me from the first sentence:

Few professionals were sitting at their desks in 2004, eyeing the empty slots in their calendars and wishing that somebody would just invent a new way of communicating to fill those long and lonely minutes.

Nice. And, something I wanted to share in a way more robust than a simple tweet or LinkedIn update, which is why I’ve based this entry on her’s.

In the article she takes an honest look not at not just the reasons why it makes sense for today’s executives to be active on social media, but why it’s worth giving up other activities in order to find the time to participate. It’s powerful stuff. She supported one of my recurring mantras regarding social business for companies — hire a social media professional to lead the way — but goes on to address the individual executive’s reason for doing so.

Here are the four questions she says execs need to ask themselves in order to realize the value spending (more) time on social networks:

  1. What am I learning from social media?
  2. Who am I meeting through social media?
  3. Who am I reaching through social media?
  4. How am I replenished by social media?

Please read the article for the reasoning behind the questions. There’s a lot to learn — and to teach others resistant to the idea of devoting time and energy to social media — that you will be able to use.

After all, the best way to get senior management “buy-in” for your social media initiatives is to first explain the “why” before the “what, how and when”.

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