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    How to Produce Engaging Social Media for Gen Z Candidates

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    While it may be difficult to imagine the generation Z cohort succeeding millennials having a major impact on the workforce – with the majority still working their way through higher education and some having barely even left primary school – the reality is, that Gen Zs will make up 27% of teams by 2025.
    That’s why tapping into this talent pool, sooner rather than later, will be a key driver of cultural and commercial success for organizations of all shapes and sizes over the coming years. The question is, how?
    As digital natives who can’t recall a time on Earth without the internet, Gen Zs are undeniably tech-savvy, which is why social media will be a holy grail to help attract and recruit top-tier talent.
    Gone are the days of dry and colorless Indeed listings. Today, it’s all about injecting brand personality into every aspect of your comms, being omnipresent, and tapping into pain points with clear solutions.
    The reality is, that Gen Zs know what they want – and are willing to walk away if they don’t get it.
    Money-hungry recruitment rogues will tell you that the more you spend on your content, the more value you can drive – but that’s simply not the case.
    Gen Zs wants to feel valued
    It’s no secret that we’re operating in an employee-driven market. And with such fierce competition fuelling the race to get in front of jobseekers, demonstrating that you understand their needs and desires from the offset is crucial.
    In any workplace, Gen Zs want to be seen – both figuratively and literally – and the rising use of social media is only enhancing this expectation of employers. From team-building exercises and company events to shout-outs for individual achievements within your organization, consistently showcasing your people online will be a key driver to help pique the interest of prospective candidates.
    When it comes to recruitment ads, this element of value becomes increasingly important. Think of the listing itself as an opportunity to provide practical job information and hammer home on the prerequisites – think holiday allowances, retirement packages, flexible working policies, cultural initiatives, and more – but remember that the follow-up is equally, if not more, important.
    The reality is, that 17% of Gen Z applicants will want a job within a week of application. Let them know you want them, and do it fast.
    Omnipresence is key
    Don’t shy away from using a multi-channel approach. We already know that the threshold of communication requirements for this demographic is higher, so leveraging different platforms to make sure your brand is front-and-center is a must.
    But more importantly, make sure content is tailored appropriately to suit the style of each channel, so it doesn’t look like a lackluster copy-and-paste job.
    Not every person that stumbles across your comms will be actively looking for a new opportunity – and applying for a new role requires thought and consideration – but by increasing the exposure of your brand you have an opportunity to make a lasting impression on passive candidates too.
    If someone feels compelled enough by your content and your values truly resonate with them over a prolonged period of time, they might be inclined to seek out a position at your organization directly.
    Make it meaningful
    One of the most sought-after focuses for Gen Z jobseekers is an explicit focus on mental wellbeing – according to a recent survey by Employment 4 Students, 68% of 16-24-year-olds see this as a priority in the workplace.
    With this in mind, do you have the right support systems, resources, and initiatives available to meet these needs?
    We’re not talking about subtle nods to awareness days here, or half-hearted fundraising initiatives to help complete the charity champion tick-box exercise. Instead, efforts need to be focused, and they need to be consistently at the top of the agenda.
    One of the most effective and impactful things you can do as an employee to engage Gen Z jobseekers – and to have a positive impact on the world overall – is to promote a culture of acceptance. Create compelling content that not only celebrates open and honest conversations around mental health, but that shows you, as a company, see mental illness as no different from ailments such as cold and flu, sickness, or diabetes.
    Adopt a low-pressure approach through referrals
    When using social media to market your brand to Gen Z job seekers, it’s not just about public content, but more personal and private content too.
    According to data from talent acquisition experts, Yello, almost 62% of Gen Z job applications prefer to explore opportunities based on referrals. Let’s not forget that this cohort has always had access to the world’s information at their fingertips – they’re rightfully cynical and know not everything is always what it seems.
    By encouraging existing employees to share company content on their own profiles, and reaching out to prospective candidates via direct message, you’re able to make more trusted hires based on networks of people your teams already know, but slash budgets in the process.
    With a collective effort from individuals across the entire scope of your team, your current talent pool could be your company’s best asset when it comes to recruitment.
    Don’t forget that Gen Z jobseekers are big on feeling valued, too – and what says, ‘we want YOU!’ more than a direct outreach?
    It’s not Earth-shattering, this demographic is just more vocal about their needs. And that honesty is a real tonic in a recruitment landscape that’s uncertain in every sense of the word.
    By James Urquhart, Managing Director and Co-founder of Let’s Run Marketing.
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      in Workplace

      5 Networking Mistakes Job Seekers Make

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      Regardless of the role or industry, nearly every job requires networking in some form in order to be successful. No matter how talented a business owner is or how in-demand his or her products are, a company can’t succeed without reaching the right people. This applies to a job search as well, as those who have successful careers typically have strong personal and professional networks and vice versa.
      Though networking, both face-to-face and online, has become a necessary staple of the job search process, some job seekers still seem to get it wrong. Of course, there are some whose products or services are so in demand that they will make connections regardless of their actions. But for most of us, networking takes time and effort, and understanding how valuable connections are made and why they’re necessary will improve job seekers’ chances of achieving career success. Let’s look at a few networking mistakes job seekers often make, and how they can damage their prospects.
      1. The Hard Seller
      The goal of networking should be to establish long-term, mutually beneficial relationships with individuals with similar interests. These relationships can then be leveraged when seeking employment, referrals, recommendations, advice, or mentoring. Certainly, networking requires some self-promotion; otherwise, it would be nearly impossible to determine who has similar backgrounds and interests. Unfortunately, some see networking as an opportunity to take self-promotion to the extreme, giving everyone they meet the “hard sell.” The goal of these hard sellers is to try to impress as many people as possible by talking about themselves as much as possible. This often produces the opposite of their intended results, as many are turned off by braggarts who show little interest in others.
      2. The Self-Server
      While hard sellers will network with anyone willing to listen to them talk about their favorite subject (themselves), self-servers are only willing to network with those who they believe can help advance their careers. Once they target someone, they may also prove to be hard sellers. However, if self-servers discover that the person they’re speaking with doesn’t have the professional clout they originally thought, they won’t waste another second before abruptly ending the conversation and searching for someone with the credentials necessary to further their career goals.
      3. The Poor Communicator
      Communication is the backbone of nearly every job, and it’s rare to find a successful employee with poor communication skills. Therefore, when networking with professionals who can help launch or advance one’s career, it’s imperative to demonstrate strong communication skills from the first interaction. Job seekers who use poor grammar, talk too much or too little or appear socially awkward or reluctant to answer questions about their background may raise concerns about their ability to communicate with coworkers, managers or clients once hired. While socializing may pose a challenge to introverts, it’s only the first of many hurdles they must clear during the job search process.
      4. The Bad First Impression
      As the saying goes, first impressions last, and making a bad first impression can be hard to overcome when networking with well-connected industry professionals. Whether it’s right or wrong, many people judge others on their appearance, and job seekers who attend networking events dressed sloppily or inappropriately are starting off on the wrong foot. Attire and grooming habits are often taken into account, as is the ability to give a proper handshake and personal introduction. Also, if alcohol is served, overindulging can be seen as a red flag and could easily kill potential job offers. Job seekers should always be cognizant of how they’re being perceived by those with whom they hope to form lasting professional relationships.
      5. Failure to Follow Up
      Oftentimes, those who are in a position to help others with their career or business goals are willing to meet at a later date or talk by phone, and will end their initial meeting with a simple “call me.” Job seekers should consider this a test to see if they can follow instructions and are truly worth the effort. Those who fail to follow up, who call at the wrong time, or who simply forget to call prove that their reliability is questionable, and recommending them for employment becomes a risk if they were to show similar unreliability at work. Also, sending a thank-you note to those who go out of their way to help is always a good practice, whereas failing to acknowledge their effort may appear selfish or inconsiderate.
      Networking is often the first step in the job search process; therefore, it should be treated with the same dedication and professionalism as job interviews or work functions. Also, networking should be viewed as a two-way street. Each party should be willing to help the other, and today’s job seeker may be tomorrow’s employer or mentor. Just like a successful career, networking can’t be achieved overnight but requires an investment in time. Those who approach it with a professional, friendly, selfless, and persistent attitude will eventually see positive results.
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      in Talent Acquisition

      A Renewed Focus on Candidates in the Ever-Changing Market 

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      Change is afoot in the world of work. We are in the midst of a concentrated shift from a client-driven job market to a candidate-driven one, meaning recruiters and HR teams need to adopt a new stance when it comes to sourcing talent.
      The enormous upheaval of the coronavirus pandemic means candidates are in high demand. However, many companies are struggling to find the right people as the pool of suitable candidates is scarce. To add to the challenge, prospective employees also have a refreshed set of expectations around a more hybrid approach to working in this ultra-digital age.
      As such, striking a balance between recruiting the best talent for the job while quickly fulfilling businesses’ urgent need for staff is becoming a challenge, particularly when looking to maintain desirable levels of staff retention. Perhaps recruitment strategies need a rethink as the world changes?
      A striking set of statistics
      The latest figures from Reed and the ‘UK Report on Jobs’ survey by KPMG and REC lay out how the most recent lockdown developments and further reopening of the UK economy have impacted recruitment:

      Permanent placements have hit record growth
      An upturn in temp billings is the fastest it has been for six years
      May 2021 was Reed’s best month for job postings since before the 2008 financial crash
      The demand for workers has increased at the fastest rate for over 23 years
      The supply of permanent and temporary staff fell at the quickest rates on record.

      However, although these results may be good news for job seekers, they present new challenges to recruiters looking to help businesses hire, as the spike in demand brings the labor and skills shortages that already existed in the UK into sharper focus.
      With overall candidate availability declining at the quickest rate since May 2017, recruiters and HR teams must now pick out top talent from a rapidly shrinking pool. Plus, both starting salaries and temp pay are expanding at a sharp rate. Coupled with a growing desire for flexibility and a more hybrid approach to working, companies are under more pressure than ever to match up to candidates’ increasing expectations if they want to attract and retain the best staff.
      Leveraging the opportunity
      The shift from a client-driven market to a candidate-driven market means recruiters must adapt their approach to finding new talent by targeting passive candidates. When the demand outstrips supply, speed is of the essence, and consultants must move quickly if they want to snap up the best candidates for their clients.
      As a recruiter, top talent will rarely fall into your lap — particularly in a highly competitive job market. Plus, just because someone is not actively looking for a new role does not mean they are not open to discussing and learning more about new opportunities. So, it is essential to proactively search for candidates already in employment and reach out to them to capture their interest in vacant positions.
      Sourcing passive candidates, rather than waiting for them to come to you, has consistently garnered highly effective hiring success rates, with candidates sourced in this way proving to be more than twice as efficient as independent applicants.
      For this strategy to be effective, recruiters and HR teams must make the best use of the digital resources at their disposal — as well as their professional network. For example, there are a wealth of finance and accounting candidates on social media, and platforms like LinkedIn are ideal for ‘headhunting’ skilled and high-level talent.
      Step into the digital era
      Recruitment is more competitive than ever before. And now that the market has become increasingly driven by candidates and their desires, it is the employer (and, in turn, their recruitment specialist) that needs to stand out and impress.
      Candidates have come to expect more from prospective employers, and not just in terms of substantial pay packets and training programs — although these are also important to consider. After over a year of home working, many have come to enjoy a more flexible way of working and expect companies to offer it as a benefit. In fact, a recent survey by Barnett Waddingham found 34% of UK workers said they would resign from their current position if their employer failed to offer flexible working options.
      In a climate where unsatisfied staff may be approached for — or seek out — alternative employment, employee retention is also more crucial than ever. Benefits such as flexible working can greatly improve productivity and job satisfaction, meaning staff is more likely to stay at a company.
      Retaining new hires starts with the hiring process. The process must be tailored to employees’ new drive for a more remote and digitized experience while ensuring clear and consistent communication. To do this, recruiters need to make the most of the abundance of digital platforms available, using them in conjunction with more conventional hiring practices to provide the smoothest recruitment and onboarding experience possible.
      By Julie Mott, Managing Director at Howett Thorpe. Julie is a highly respected and well-connected recruitment individual with over 20 years of experience working in the ever-changing industry.
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