The job market has undergone a dramatic shift. As companies recover from the crippling effects of the Great Recession and begin hiring again, recruiters are finding that the candidate pool is much different than it was a few years ago. People with a fair amount of experience in certain areas have either retired or taken the next step in furthering their careers.
Meanwhile, millennial workers are staffing many entry- and mid-level opportunities. These individuals possess profoundly different behaviors and attitudes towards working and their career paths. As such, recruiters across a variety of industries have found the need to adjust their strategies to attract and retain those in Gen Y.
For technical recruiters and those working in other industries looking for ways to improve their sourcing strategies to attract and deliver quality millennial candidates to their organizations, there are a number of trends developing in 2015 that should be closely watched. Here is a brief overview of the ones to be the most mindful of:
- Mobile recruiting efforts are a must: The millennial demographic is one that is most tied to technology. Tablets and smartphones have been widely adopted by those in Gen Y and ERE.net wrote that many companies are realizing that the development of mobile recruiting strategies is a must. Every aspect of the recruiting and sourcing process should feature mobile integration as the platform generates the highest candidate response rate of any other. Neglecting to place an emphasis on mobile recruitment will put an organization at a severe disadvantage when working to attract the attention of millennial job seekers.
- Attracting talent via social networking becoming more common: The social media explosion is something that can't be ignored. There are literally millions of people engaged in sharing information across social networks on a daily basis. Forward thinking recruiters will need to begin leveraging social media platforms to attract quality candidates. According to the LinkedIn Talent Blog, 46 percent of companies based in the U.S. cited social media as the most important avenue to making quality candidate hires. The importance of social networking in the recruitment of millennial job seekers must not be overlooked.
- Video will add to the recruitment experience: Many millennial candidates choose job opportunities based on a number of factors outside of what their salary will be. Those in Gen Y prefer to work in a collaborative environment where they can add vale to an organization as a member of a team. Because of this, an informational video highlighting what the internal culture of a company looks like can be a very strong selling point. Given the fact that millennials use their computers and mobile devices to stream video, content of this kind can help an organization attract the attention of a larger number of candidates.
- Improved brand creation and visibility: Branding has always been a top priority for many companies. However, when it comes to recruitment, the reputation an organization has can make recruiting millennial candidates easier or more difficult. The LinkedIn Talent Blog wrote that a company with a strong brand can help reduce turnover by as much as 28 percent and decrease the cost of hiring by 50 percent. It is important for organizations to begin developing a deeper understanding of their reputation in the marketplace and develop steps to make it stronger. Current employees can serve as brand ambassadors, helping the company be seen in a more positive light and making it a more attractive employment option for members of Gen Y looking for a good place to work.