Social media and the new generation

July 15, 2015 Sascha Grosskopf

Candidates are now more transparent than ever.  Those who are active on social networks from Facebook to LinkedIn and leave posts, ‘likes’ and share company posts can have an influence on the selection process of the employers recruiting.

On the flip side, the current boom of employer rating websites like Glassdoor and Kununu shows that workers aren’t just being transparent about themselves, but also the companies they work for, which is something companies must take into account to gain the best talents. The decision of whether applicants want to work for a company or not tends to happen much early on, on the basis of information available to them online – research on the company via company pages on social networks is usually carried out before they interact with someone at the company.

The millennial generation, born between 1980 and 2000 now entering employment in vast numbers, will shape the world of work for years to come. Attracting the best of these millennial workers is critical to the future of your business. According to a online survey by Opinium Research, commissioned by PwC, explains that by 2020 millennials will form 50% of the global workforce. Millennials’ use of technology clearly sets them apart. One of the defining characteristics of the millennial generation is their affinity with the digital world. They have grown up with broadband, smartphones, laptops and social media being the norm and expect instant access to information.

Deborah Henretta Group President, Asia & Global Specialty Channel, Procter & Gamble at P&G explains “The workplace and workforce are going to change pretty dramatically as we look forward. The entire concept of work is going to become more flexible. The skills needed in the workforce are going to be less about IQ and a little bit more about EQ. EQ is a measure of a person's level of emotional intelligence, this refers to a person's ability to perceive, control, evaluate, and express emotions and how he or she manages these emotional states to work better as a group or team. If you think about it, a lot of IQ knowledge is going to be available at our fingertips through hand-held devices and the computer and technologies that we have at our disposal.”

Social networks are not only an important employer branding tool, but the interaction between companies and candidates via social media is becoming more essential to be able to provide a certain amount of trust and build long-term relationships with potential future candidates. The question of how training and development should be structured for millennials is an important one. Millennials’ ease with technology means that they respond well to a range of digital learning styles and delivery methods, which might include online learning modules, webinars or interactive game-play and can also help.

Previous Article
Is HR boring or cool?
Is HR boring or cool?

How can HR focus more on cool tasks, and advertise for their true value added for the company?

Next Article
Recruitment Hacking, Part 9: Preparing your recruitment process for a candidate led market
Recruitment Hacking, Part 9: Preparing your recruitment process for a candidate led market

Now it's time to take a look at a few ways you can focus on optimising your recruitment process for a candi...