(By Laurie Kahn) In talent acquisition today, there is a lot more emphasis on the candidate experience. Our job seekers are coming much more educated than in the past. Before they ever reach out, they have done lots of homework. Especially the Millennials and Gen Zs — remember, they grew up on social media and use it often. They will do their homework before they ever agree to meet with you. They may respond to a job posting and then if they don’t like what they find upon research, will blow off the meeting — you just got ghosted.
We are dealing with a much more educated job seeker today. They have a strong idea of what they are looking for in an employer and if they don’t find it, they feel it will be a waste of time to consider employment there. Knowing the amount of time these generations spend online, here are some tips to help you better attract them to your opportunities.
Number one, by far, is your website. If it is outdated, you will lose them within seconds. With the emphasis on intelligence and being transparent about who you are, how you treat people and the community, you have the opportunity to sell them on your site. Include video, audio, and testimonials. Brag about awards you have received. Share your mission statement, which should include how important ongoing education and growth potential is at your company. Share pictures of your team out at events, playing and working together. Be sure to include pictures of your diversity — all age groups, especially anyone in their age group who they can relate as they don’t want to be your token Millennial or Gen Z. Brag about who your team works with and helps the community. Talk about training and how you help grow people, if appropriate and true; share how you have promoted people within your organization.
On job postings, share the benefits and expectations of working in that position; don’t just list what they would be responsible for on an overall basis. These generations don’t want to be surprised after they start, if you aren’t clear up front and don’t accurately describe the position, they will be gone. Keep those jobs current; again, an outdated website is a major turn-off.
Be sure to have an updated LinkedIn profile for you personally and for the company. That is the second place they will go. On your personal page, have a professional, yet friendly, picture. Update your positions and your overview. If you are a manager who has had success in building people and helping them achieve success, share it! Paint a picture of your style and what makes you a good leader. Include testimonials from employees. Connect with as many local people as you can so that you have a stronger reach when promoting open positions. On your company page share strong information as you have done on your website.
Another key source people go to is Glassdoor.com where companies can be rated. Be sure to keep an eye on this and watch for any negative comments. Again, if this page isn’t up to date, a reader may wonder about your adeptness at social media, which is huge to them.
Obviously, Google your company and yourself to see what comes up. If you have done rants on FB, have shady pictures on Instagram, they will find it. Be careful who you share what with and have privacy settings in place.
Business is done so differently today. Social media is here to stay and if you haven’t embraced it properly, you will continue to experience challenges in recruiting.
In response to the great article Laurie Kahn wrote about how outdated social media can hurt those seeking radio employees:
As someone seeking employment, I have searched and researched companies, Operations Managers, Program Directors, Brand & Content Directors and individual stations and she is exactly right.
I’m not a Millennial or Gen Z, but it doesn’t matter.
If you have passion, drive and want to learn about companies and people you would possibly work for, you care enough to do your research.
Unfortunately, more often than not, it’s a let down.
I see ads say they’re looking for individuals who are connected, focused, engaged, relevant and in touch with their listeners and their lifestyle.
Yet, these are the same people that do not respond to the resumes, Airchecks and emails that they asked for…and it’s not just radio.
It counters everything these companies say they’re looking for in an employee.
If you treat the people who want to work for you this way, how are you treating the listeners you count on for ratings or clients that you count on for revenue?
We want to give our time, effort, ideas, creativity and a big part of our lives into improving your company. It at least deserves a response.
On social media, you see some of these same people taking time to post pictures of what they ate, rants with profanity and irrelevant posts.
Yes, I realize they have lives too, but it would be easier and more human to just say, “thanks for applying, but we’ve decided to go with someone else”.
I also realize the internal make up of each company has their own challenges.
Most staffs and managers are really stretched thin, I’ve been there and I get it.
BUT, it only takes a few seconds to reply to an applicant through email.
The ones that don’t, clearly show potential employees their time management and communication skills.
Websites and social media pages for some of these companies are almost non-existent, outdated and incomplete.
To some applicants, that’s a good reason to apply, especially if they think they can improve the digital footprint of these stations in a certain market.
I hope that radio professionals will see the importance of boosting their social, audio, digital branding and content…and communicate with the people that want to help them succeed in doing that…whether they hire them or not.