Sales / Rentals / Installation / Training M 6 4 1 Toronto, ON T: (416) 248- Toll Free: 1(855) 248- Email: info@ACEco www.ACEco Sales / Rentals / Installation / Training , e v i r D k c i w l l i M 6 4 1 Toronto, ON M9L 1Y6 T: (416) 248-6600 Toll Free: 1(855) 248-6600 Email: info@ACEcorp.ca www.ACEcorp.ca Sales / Rentals / Installation / Training , e v i r D k c i w l l i M 6 4 1 Toronto, ON M9L 1Y6 T: (416) 248-6600 Toll Free: 1(855) 248-6600 Email: info@ACEcorp.ca www.ACEcorp.ca 146 Millwick Drive, Toronto, ON M9L 1Y6 T: (416) 248-6600 Toll Free:1 (855) 248-6600 Email: info@ACEcorp.ca www.ACEcorp.ca 3. Thebestcandidateisaninformed candidate In addition to social media, research from Inavero suggests that the average candidate uses 18 different sources to research a company. This includes websites (77 per cent), referrals (71 per cent), friends and family (68 per cent), and job sites (58 per cent). This means that employers must ensure that their brand remains consistent and seamless throughout every touchpoint. Sixty-nine per cent of job seekers say they’d pass on a job if the company has a bad reputation, even if they were currently unemployed. 4. Keep up with the mobile browser The go-to device for most people, including those seeking new opportunities, is the mobile phone. According to recent findings from Pew Research, 78 per cent of Millennials use their phone to search for jobs. That means the candidate journey must be mobile- friendly. Employers should ensure that their job portals are mobile-friendly and easily navigated. 5. Referrals should be your #1 sourcing tool Nearly 70 per cent of job hunters seek career advice and suggestions from friends and family (thebalancecareers.com), which means that building a strong reputation amongst existing employees is key to recruiting millennial candidates. 6. Apply consumer-centric thinking to candidate engagement Map the candidate’s journey and engage at every touchpoint. Develop authentic content and leverage targeted distribution channels to get that content in front of your audience, such as ensuring that your website is information-rich, designed for mobile usage and has fast page speeds to improve the experience of job hunters. NEXT STEPS: BUILDING A SOCIAL MEDIA STRATEGY Step One: Identify Your Social Media Goal • Job postings or candidate engagement • Build awareness • Promote interaction Step Two: Understand Your Target Audience • Who are they? • Where are they? • Focus on targeting and understanding how to “engage” Step Three: Build Engagement Protocols • Develop an annual roadmap that includes content delivery guidelines • Create a social media content calendar and stick with the program • Identify moderators and expectations for timeliness of candidate interaction • Choose your media and determine style guidelines and responsibilities for each media • Don’t overreach – set an agenda you can stick to • Always focus on providing timely, quality content that is meaningful and relevant • Build link back strategies and reciprocal linking In a new employment landscape, Millennials are more curious, demanding and impatient than ever. They want professional development that is frequent and ongoing and are happy to embrace new learning challenges. Young people want more control and value transparent and trustworthy communications; they have high expectations and will see value in your honesty. In order to leverage this and engage with young people, employers must shift their focus to a changing dialogue and use social media as their new recruitment engagement engine. The best way to engage the Millennial candidate is to understand their landscape and adapt to the professional environment of today. Wayne Burns is currently Vice President, Client and Partner Development for webTactics, an employment marketing and communications firm. He is responsible for consultant services that focus on employer brand and value proposition development as well as digital recruitment strategies that encompass website development and all aspects of search, social and mobile communications. YOUNG PEOPLE SEEKING EMPLOYMENT CARE MOST ABOUT BRAND AUTHENTICITY AND TRANSPARENCY, CORPORATE SOCIAL RESPONSIBILITY AND EXCELLENT COMMUNICATIONS. ACCESS CANADA SUMMER 2019 15