As more Gen Z enters the workforce, they increasingly shy away from traditional hiring practices and instead seek jobs through social media, and employers need to keep up.
For Gen Z, using social media comes naturally. According to research from Morning Consult, more than half of Gen Z spend more than four hours on social media each day. Being accustomed to short communications across multiple networks affects their expectations for all areas of life, including employment, and the habit of completing long and difficult online applications simply becomes obsolete.According to research by talent engagement platform AtlasJobs, the average
“The most progressive generation America has ever seen is about to step into one of our oldest environments,” says Joe Weber, CEO of Atlas Jobs. “There is a rift between us and our employers.”
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Recent research shows that 8 out of 10 job seekers use social media, and 73% of job seekers aged 18-34 found their last job through social media. I am. At the same time, 75% of companies report having problems recruiting, Weber said. Not only do we let people know about available jobs, but we also make the job listings and application process more appealing. This is where social media style communication shines. Transparency is critical and what matters most to job seekers.
“Targeted messaging using social media platforms can help make people aware of these opportunities,” adds Chris (CW) Warwick, chief marketing officer at AtlasJobs. “When you combine this with great experiences, you can engage people, especially Gen Z, in a completely different way.”
Few areas of communication are as diverse as social media. In addition to posting job openings, employers and recruiters are using platforms like LinkedIn, Facebook, and Twitter to identify qualified candidates who may not be actively looking for a job. . According to Zippia, 92% of employers and 94% of recruiters think social media helps them get their jobs done, and 56% of recruiters say this is how they find the best talent. It states that.
“Sometimes the best candidate for the job isn’t actually looking for the job at the time,” Warwick says. “The approach we take with our clients is, ‘Let’s understand the role you’re trying to fill. Let’s understand the type of talent you’re looking for. Let’s understand it through that lens.’ And let’s be proactive in sending the message to the market that this great organization in this specific region is looking for a specific type of talent.”
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Bottom line: Social media is how Gen Z decides what’s important, Warrick says.
“Gen Z isn’t flocking to set up a LinkedIn profile; that’s outside of their sphere of influence,” she says. “We need to be able to communicate and connect in ways that are relevant and meaningful to this generation, and we can often accomplish that through social media.”
Another way employers can differentiate themselves and connect with potential talent on social media is through public positions on social issues such as:
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Social media is a win-win for both employers and job seekers. While social media helps companies creatively attract new talent, Gen Z has access to a familiar set of resources for job searching.
“If employers can go out there and be as transparent as possible, whether it’s a day in the life, an exploratory conversation with a recruiter, or the use of video conferencing, these initiatives “This will lead to more meaningful conversations and better matches,” Warrick said. “At the end of the day, that’s what matters. We’re trying to attract the right people.”