Get Social: How to Use Social Media in Hiring Future Talent

It’s 2019. We are living at a time so advanced that it only takes a few YouTube videos to learn a new skill and a couple of downloads to access the world’s latest news and trends. However, with advancements comes challenges. Now that Baby Boomers are retiring and millennials are establishing themselves as the backbone of the workforce, hiring is no longer as “simple” as back-in-the-day.

Understanding the Millennial Culture

Unfortunately, millennials are often stereotyped as the “spoiled and entitled generation”, raising doubts and concerns among leaders who question whether they are fit for the job. The group is undoubtedly shaking up traditional work norms. With money not being their major factor of motivation, millennials strive for purposes far greater than just a paycheque to cover their bills. They look for deeper values at a workplace, one that:

  • Emphasizes work-life balance and flexibility
  • Encourages voice and opinion
  • Offers skills-training and mentor support
  • Presents a culture that aligns with their own

To be fair, you can find people who are arrogant, self-centered or overconfident at any age. But generations with upbringing unalike can lead to different motivations and career goals. Without understanding your talent pool, how do you expect to find the right person for your company?

Hiring is a Two-Way Thing

Sitting at your desk, waiting for the perfect candidate to come knocking on your door with documents of their most impressive achievements sounds ideal, but sadly there’s no such thing as a free lunch. Hiring is never one-sided. Keep in mind that the candidate is also considering you, along with many other organizations. In other words and in cases not uncommon, there’s a chance you’ll have to face rejection too.

Building an Online Reputation

45% of the entire world’s population is on a social platform, according to Hootsuite. Although social media often gets a bad rap for encouraging social isolation and inconsequential debates, it has also proven its value in promoting brands and driving business. Traditional firms aren’t losing to the trend either, with many switching to digital practices to reach niche markets. In modern hiring, it can be an effective tool in finding the best talent.

Weighing in the “happy factor”, millennials like to seek emotional connection with an organization before they even click the apply button. The strategy is to find something they can be passionate about. For instance,

  • Show them your unique working environments
  • Inform them of your philanthropic deeds
  • Share with them your values and beliefs

Brands with strong social media presence are usually recognized as cool and trustworthy. And it takes efforts as simple as uploading a photo online to make people go, “I want to work there.” Remember that limiting yourself to long-established systems will only narrow your chances in discovering the best talents for your company. After all, you can’t expect success without a change.