Living in this era, we have to jive with all the new terms, words, jargon...especially when you are HR practitioner. Generation gap? Yes, it do exist.
What is milennial? Well, its a new term for our new generation which were born in 90s and 2000. Previously we only have 'Generation Y' term for all born in 1980s onwards. But we do have now 'Milennials' for our younger generation.
As recruitment is one part of my job function, recruiting is now very challenging. Attracting milennials is critical especially to embrace their traits of high energy, tech-savviness, outspokenness, impatience for change and growth and to channel them to the right position is a challenging job!
Social media has playing a bigger part in enhancing recruitment function nowadays.The use of social medias is on the rise. It do helps us a lot. Linkedln is one way to drive our recruitment process, others would be like facebook, twitter and all sort of medias.
Based on a survey by Kelly Services in 2013, 67% of respondents prefer searching for jobs using social media over traditional methods such as newspaper, online job boards or recruitment agency. Online recruitment and social media has actually transformed recruitment process and it also increase job information in circulation by engage the job seekers in conversations and swap information about jobs, careers and prospective employees.
In my company TSG, we have used internal medium and external medium in placing our recruitment advertisement. We use our website in advertising vacancies and when we need to expand the range of candidates we are using Jobstreet.com. So far, these two mediums has benefit us. We received quite a number of candidates which we actually has built up our own database of candidates.
TSG Official Website
TSG Jobstreet Page - Recruitment Ad for Accounts Executive Position
To catch up with the milennials, we should know how to tackle and jive in their world. But it does not mean we need to change our policies because of them but we will acknowledge their traits. Their expectations are higher and they expect things to be ready and working from day one. We need to prepare their touch-points to keep them 'warm' along the process.
I do see the value of educating myself about using social media and become discerning about how to use it. I want to be social media savvy HR practitioners and embrace new technology by always lookout new ways to make it work for me and other people.
That's all for today...the key words for today ~ never stop learning and always ensure the skills and knowledge are relevant into the future!
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