Recruiting Of Generation Y Via Social Media

Seminar paper from the year 2016 in the subject Leadership and Human Resources - Generation Y, Generation Z, grade: 1,3, The FOM University of Applied Sciences, Hamburg, language: English, abstract: The age of Web 2.0 has changed a lot, which raises the question: How do social media influence Generation Y and how does that change recruiting processes? Generation Y, Gen Y, Millennials or Digital Natives – nowadays different terms are used for one generation highly connected to information technology and the digital renovation of today’s life. Staying in touch with friends, family and colleagues via social media is considered as daily routine, but there is more to it. Social media has changed a lot, besides social communication it also affects businesses on many levels. Members of the Generation “Why?” are passionately scrutinising – life in general and all its facets. Using social media alters the emotions, norms, opinions and social capital of a millennial, it can extent but also substitute their social network. Moreover, when choosing a potential employer social media is a source of information and reputation for them. Vice versa, plenty of enterprises use social media as well, for different reasons such as recruiting, employer branding but also for scanning their current and future employees. First, this paper provides a general introduction into Generation Y and social media. Second, the influence of social media on Generation Y and recruiting is discussed. Afterwards, the challenges and requirements to recruit millennials through social media are examined. Concluding, a future perspective shows recent trends and then sums up the findings.

Bachelor Thesis from the year 2017 in the subject Leadership and Human Resources - Recruiting, grade: 2,3, University of applied sciences, Munich, language: English, abstract: Social media is part of everyday life for almost all Germans. The so-called "social media" are a real treasure trove for promising applicants, especially for the personnel departments (HR - Human Resources). But Facebook, XING, LinkedIn and Twitter still pose major challenges for many HR professionals and companies. In times of a shortage of skilled workers and demographic change, it is all the more important that companies know how to use social networks in the erupting "War of Talents". The aim of this work is to find out how companies in Germany successfully recruit Generation Y. The change in values ​​of Generation Y and the resulting requirements for companies are examined in more detail. Furthermore, the social media channels are examined more closely in order to gain more precise insights into which channels are actually relevant for recruiting Generation Y. The results achieved form the basis for how the large number of media can be used to win Generation Y for a company and to bind them to you in the long term through employer branding. From the content: - Generation Y in Germany, - social media recruiting, - Employer branding and employer of choice, - Employee value proposition - Facebook, XING, LinkedIn, Google+, Twitter, YouTube, etc.

This volume utilizes empirical and theoretical approaches to shed light on an exciting set of emerging, stimulating new uses of technology that stretch creativity beyond conventional limits.Understand how the social media revolution is pushing boundaries and challenging anyone involved in the management of people.

Provides educational leaders with a framework for hiring Generation Y teachers, developing appropriate instructional and professional development programs, and successfully building a multigenerational, collaborative learning community.

Recent polls throughout the world have reported workplace tensions between Generation Y and their colleagues from previous generations. The rise of Generation Y has indeed brought a new set of challenges to those who must manage them due to differences in perspectives, working ethics, and priorities. Generation Y represents what will soon be the largest percentage of the global workforce. Failing to find a way to tap into the potential of the Millennial Generation would prove to be catastrophic to any company that’s serious about its survival and growth. Turning Gen Y On is based on years of in-depth research and real-world experience, and direct feedback from managers, leaders, and Gen Ys themselves. This book was written to help you understand the Gen Ys without pre-conceived judgment while providing you with best practices on recruiting, onboarding, retaining, grooming, and appraising your Millennial talents to help your organisation succeed.

This book provides you with a concise and accurate overview of the key business challenges, opportunities and risks related to social media. Regardless of the type and size of company or department you manage, whether you offer industrial goods, consumer goods or services - social media is a factor you should monitor and manage. Stefanie Babka helps you ask yourself and your employees the right questions, find answers and thus face the internal challenges. Because social media is a management task. For example, the following questions are highlighted: Are you aware of the risks of uncoordinated and improper use of social media by your employees in their private or professional lives? Have you taken everything into account in terms of data protection law, or do you already have one foot in jail as a manager? Are you spending too much money on social media campaigns? Do you have the right social media strategy? Is it aligned with your company's goals? Are you in control or does social media anarchy reign in your company? What opportunities and risks do internal social media applications bring for collaboration in teams or organizational units? How can social media be used as a strategic management tool? Social media concerns every company. Whether you like it or not. For the 2nd edition, all contents have been revised and the chapter "As a manager on the social web" has been expanded to include, among other things, the topic of virtual management and leading virtual teams.

The millennial generation is unique in various ways, particularly with regard to their career aspirations and expectations. Due to their reputation as “job hoppers,” recruiting millennials is not enough. Retention of a millennial workforce is imperative for organizational success and longevity. This book explores the expectations held by millennials and the ways in which they differ from those of past generations. It covers a broad range of topics including onboarding, work/life balance, stress, retention after a crisis, boredom, internships, and how employers can best leverage mobile platforms for increased engagement.

Headhunters take on an enormous responsibility with the acceptance of a mandate to search for competent, qualified top executives. In living up to expectations and identifying eligible, appropriate, high-performing candidates of great personal integrity, numerous new and partly unknown tools are available to them thanks to the rapid expansion of social media platforms. In times when recruitment tasks are increasingly performed internally by personnel managers, it is particularly crucial for headhunters to adapt to such new trends. The present study examines whether social media are a suitable medium for the recruitment of executives by headhunters and identifies the new opportunities and challenges they present to recruitment experts. By means of a survey, the extent to which social media platforms are already being used by headhunters, in particular in their search for executives for the German fashion business, is investigated. Taking into account the results of this survey as well as the latest research concerning headhunters, social media and the fashion business, the study concludes by putting forward recommendations for the use of social media in headhunting executives.