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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 Talent Acquisition

      What Should Your Facebook Budget Be When Targeting Your Next Candidate?

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      As one of the ‘original’ social media platforms, Facebook broke the mold when it came to market in 2004. Initially, a place for friends and family to connect – while that’s still the case – many businesses are noticing how effective it can be when engaging a relevant audience.
      And for organizations and HR teams that are wanting to attract candidates and grow their teams, social media is proving to be a highly proactive, and cost-effective talent acquisition tool.
      While many employers might head straight to Indeed or LinkedIn to set their job ad live and wait for responses, that’s fine – and several brands will see success via this route – however, they also shouldn’t write off Facebook completely.
      Nearly two decades since the platform went live, today it’s the third most-visited website in the world. Millions of business owners still swear by it when raising their brand credibility and selling their products and services successfully. And many are doing it all extremely efficiently without bursting their marketing budget in the process.
      So, for the organizations that have a recruitment drive being managed from start to finish by the HR team – and there’s some cash to spend in order to engage and nurture the right candidate through to the application stage – how much should be set aside for promoted posts on social media that ensure their latest vacancy is being seen by the right person, at the right time?
      In truth, it comes back to how much the organization can afford. And while that might sound a bit, ‘how long is a piece of string?’, here’s the good part – brands can get a better message out via social media compared to using a costly third-party platform.
      Saying more via social media
      For example, an organization can roll out a Facebook Ads campaign that’s focused purely on recruitment – including ads that cover more detail about their company culture, information on what the vacancy entails, and Corporate Social Responsibility commitments that set the business apart from competitors, and exactly how a talented individual can positively impact their growth ambitions.
      And none of this has to cost a fortune.
      If HR teams are still unsure as to how much they should spend, firstly compare the rate that it’d cost to engage a recruitment firm and divide it by half. So say, for example, there’s $2,500 to spend in total – firstly, that’s a lot of money which will go very far with Facebook Ads.
      Of course, it’s dependent on the industry and also who is managing the engagement throughout the campaign roll-out.
      But, sticking with the example of a $2,500 budget to play with, HR teams can break this down even further. By putting in $550 per month, the daily spend can be around $40 to not only create a top-of-the-funnel ad to draw people in but also leave enough room to interact with candidates without worrying it’ll go over budget.
      For example, from the $40 a-day spend, $25 of it could be specifically used to target a relevant demographic of jobseekers. The remaining £15 may then be purely dedicated to nurturing those individuals who have engaged with the ad – perhaps asking them to input their details or upload their CV.
      Quick tips – dos and don’ts
      Do…
      Use image-led ads, as well as some other content formats such as:

      Videos: these could cover existing employees talking about the company culture or showcasing a ‘day in the life’ of a specific role.
      Carousels: maximizing as much content about the vacancy as possible in a digestible way – from testimonials to client logos showing who the employer works with, the employee perks, and salary. Different CTA links per slide should encourage applications – such as ‘Apply Now’, ‘See Job Description’, ‘Find Out About Our Culture’, and so on.

      If the company’s tone of voice is quite quirky or chatty, think about newsjacking opportunities – everyone’s seen the Lionel Richie (‘Hello, is it me you’re recruiting for?’) meme for example.
      Could this creative be in keeping with the brand as the main image and therefore be more engaging for the target audience?
      Finally, make sure the copy used is accessible and to the point:

      Join Our Team
      We’re Hiring
      Could This Be You?

      If employers are beginning their Facebook Ads journey and need something straightforward and quick – tap into the platform’s simple-to-use form.
      Don’t…
      Use a landing page. While that might be the first choice for many organizations when requesting candidate information, unfortunately when users are sent ‘away’ from Facebook, the platform can’t see the analytics and so it’s difficult for recruiters and HR teams to understand engagement rates.
      Another benefit of the Facebook form is that it’s pre-populated, so when a candidate clicks on an ad, that information is far quicker to retrieve than someone manually sending a CV or covering letter.
      And a quick note for recruiters when using Facebook Ads during talent acquisition too is to make the content relatable. Use real people who can tell a story to the audience, build brand credibility through testimonials, and create a sense of authenticity with the comms that are designed to make job seekers ‘stop the scroll’.
      Overall, the advice is to almost work out the budget by reverse engineering what the organization wants to achieve and where they want to be seen. Facebook has many benefits compared to third-party platforms and can often be a more cost-effective option, so don’t write it off when the next recruitment campaign is ready to be rolled out.
      By James Urquhart, Managing Director and Co-founder of Let’s Run Marketing
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    • 138 Shares159 Views

      in Career Hacks

      5 Ways Using Social Media Can Help You Get a Job

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      Depending on your age and where you are in life, odds are you use social media for one or two reasons– entertainment purposes, to keep up with your friends and family, or to share moments of your life. 

      When it comes to social media and finding a job, most people elect to keep those two worlds separate. But what many of these people fail to see are all the ways you can use social media to help you get a job. 

      As a company that specializes in helping people get jobs, we have identified various social media tips and tricks that can lead to employment. Today, we want to share them with you.

      In this career tips article you’re going to learn about the following:

      Using your profile as a digital resumeNetworking on social mediaSocial media as a jobUsing social media for educationLearning about employers using social media

      As a Digital Resume

      For better or worse, social media is a great way to understand what someone is like. And as many of us know, employers use this perspective to gain a better understanding of potential employees. For this reason, many people elect to keep their social media pages private. 

      But those same people are missing out on the opportunity to show employers a more personal side of them. Employers want to see a candidate who is interesting and impassioned about life, someone who has hobbies and meaningful interests.

      Social media is a great way to show the company you’re applying for that you’re someone who can get excited about things and someone people like to be around. So when you’re thinking about what pictures you should be posting or whether or not you’re profile should be private, keep this in mind.

      Networking on Social Media

      If LinkedIn showed us anything, it’s that networking on social media is very lucrative. But with so many social networking platforms in the world, why use only one? Every single day, people use the big three – Facebook, Twitter, and Instagram – to establish connections and help them find jobs. 

      While you can use social media as a means of contacting people directly, you should also use it as a way to interact and engage with them. For example, say the CEO of a company gets interviewed and he or she reposts it on their feed. Why not comment on it with an intelligent thought? 

      Or say someone from a company you want to work for posts something about an objective they met. Why not use that information to follow up with a question? The more you come to understand social media, the more ways you will be able to use it to establish meaningful connections and maybe even score a job.

      Social Media as a Job

      While LinkedIn showed us how to network on social media, TikTok and Instagram showed us how social media in itself can be a job. Even before the days of TikTok, people were using their knowledge of social media combined with their creativity and other skills to pursue careers in social media marketing and brand representation. 

      Whether it’s as simple as being an influencer for a company and posting a picture wearing their clothes or as advanced as running an entire social media marketing operation, the market is littered with jobs in social media.

      Depending on your knowledge of social media and the skills you have, you might be the perfect candidate for a job in social media. Browse tons of social media positions on our job listings page today.

      Social Media for Education

      With all the garbage that exists on social media, there are still several outlets and pages you can follow to stay educated on job tips, career advice, and more. For starters, if you like a company, follow them on social media. More often than not, they will make a post when they have open positions.

      When searching for job tips and information on how you can get a job, social media becomes particularly useful. You can find tons of pages that provide information like resume tips, advice for interviewing, ways to dress, and plenty more.

      Our totally unbiased and personal favorite page for career advice, job tips, and updates on the job market is WayUp. Follow us on Instagram and Facebook if you haven’t already!

      Learning About Employers Using Social Media

      After using WayUp to find current job openings and discover companies that are hiring, take to social media and find the company’s profile. Get a feel for their branding, their voice, and their message then see if it aligns with a company you see yourself working for.

      Are their pictures of company culture? Do they promote similar beliefs as you? All of this and more can be better understood by examining a company’s social media profiles and presence. Just make sure the companies you’re looking at are hiring!

      Using Every Tool in the Shed

      While social media is a great way to help you get a job, we recommend using every tool at your disposal to help lock down that contract you’ve been looking for. At WayUp, not only are we a tool that helps students and recent graduates find jobs but we also talk about it on our blog.

      So no matter where you are in the job search process, whether you’re just writing your first resume or you’ve been searching for a job for years, we’re here to help. Register with WayUp for free and start getting matched with employers today. More

    • 113 Shares179 Views

      in Workplace

      How Can Oversharing in Job Interviews Damage Your Prospects?

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      Everybody has that one talkative friend who is always guilty of oversharing. What they did over the weekend, what they’re doing next weekend, what they had for dinner, who they’re dating – it can be exhausting hanging out with them, or even reading their social media posts, due to the onslaught of information they always feel the need to provide. But they’re our friends, so we forgive them for monopolizing conversations and clogging up our Facebook feed.
      Some of us may even be guilty ourselves. Perhaps you’re the chatty one, and love being the center of attention in social circles. For job seekers, being an extrovert can serve them well, as those who are outgoing are known to have an advantage in the workplace. However, while being a people person might give employees an edge when climbing the corporate ladder, job seekers should be wary of coming across too verbose in interviews. Though sharing information is a necessary part of the job application process, oversharing could cost candidates the job. Let’s look at a few reasons.
      Bad First Impression
      A job interview is meant to be an exchange of information. Interviewers want to get to know candidates, asking them several questions in order to determine their fit for the role and organization. Candidates in turn share information about their job history and relevant work experience. When a candidate talks too much in an interview, it causes the interviewer to feel as though he or she has lost control of the situation, which should never happen. While candidates should feel free to be themselves, they should let the interviewer control the direction of the interview in order to gain the information they seek.
      Lack of Respect
      Interviewers are usually on a tight schedule and must interview multiple candidates in addition to their daily responsibilities. Job seekers who monopolize the conversation show a disregard for the interviewer’s agenda and disrespect for their time. If the meeting nears its end and the interviewer still hasn’t gleaned the information needed to accurately evaluate the candidate for the position, it puts them in the awkward position of having to run late to their next appointment or end the interview without the facts they require to make a hiring decision.
      Lack of Focus
      The main purpose of a job interview is to evaluate candidates, and an experienced interviewer knows what questions to ask to determine which candidate would be the best fit for the role and company. However, if candidates are easily distracted and have trouble staying on topic when answering questions about their work history or qualifications, the interviewer might have concerns regarding their ability to focus on assigned tasks or complete projects within deadlines once hired. While sharing personal stories and examples can be helpful in interviews, candidates should keep them brief and ensure they’re relevant to the interviewer’s questions. If the interviewer then requires more information, he or she will ask.
      Confidentiality Concerns
      Running a successful business involves handling confidential information. This may include company sales figures, employee salaries, client details, etc. Nearly all employees above entry-level encounter some type of information that should not be shared outside the company. If candidates show a lack of restraint in sharing irrelevant stories or personal details during a job interview, this may be seen as a red flag regarding their ability to maintain confidentiality when given access to sensitive company information. Interviews are a good time to start building trust with employers. In addition to sharing personal information requested by the interviewer, candidates should also demonstrate they know when not to share.
      Social Media Behavior
      Oversharing isn’t just limited to face-to-face conversations; it can also occur online. Too much has already been written about social media etiquette, and most job seekers know that they will likely be judged by their online behavior. In fact, according to a recent CareerBuilder survey, 70 percent of employers use social media sites to screen job candidates before hiring, and seven percent plan to start. If an employer finds dozens of frivolous social media posts while researching a prospective employee, this could prove damaging to the candidate’s personal brand, regardless of whether he or she deems the content “appropriate.” Candidates should remember that social media posts don’t have to be lewd or profane to jeopardize their job prospects.
      In nearly every role and industry, success requires being aware of one’s surroundings and acting appropriately. Job interviews are the first step toward career success, giving employers the chance to observe and evaluate candidates’ behavior. Though they may think they’re just being friendly, candidates who love talking a little too much may make a poor first impression in job interviews. However, those who demonstrate to the interviewer that they know when to talk and when to listen, and how to answer questions directly and succinctly, are more likely to make a stronger first impression, leading to a positive interview outcome.

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