New Hodes Survey Reveals Social Networks as Viable Recruiting Source for Younger Workers

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Bernard Hodes Group, a leading provider of integrated talent solutions, today announced the results of its New Voices Project survey, which measured the workplace attitudes and job search behaviors of the millennial generation. Defined as young adults between the ages of 16 and 29, the millennial generation is considered the most technologically advanced in the workforce, and according to those surveyed, 89 percent stated they spend their free time on social networking sites at least once a week, second only to watching television (91%).

Entering into a social media strategy with a baseline understanding of existing conversations is essential to any successful initiative

Bernard Hodes Group, a leading provider of integrated talent solutions, today announced the results of its New Voices Project survey, which measured the workplace attitudes and job search behaviors of the millennial generation. Defined as young adults between the ages of 16 and 29, the millennial generation is considered the most technologically advanced in the workforce, and according to those surveyed, 89 percent stated they spend their free time on social networking sites at least once a week, second only to watching television (91%).

Although most millennial workers (77%) use social media to discuss and share information about entertainment, an increasing number of them (47%) are considering social networking sites as outlets to receive career and employment information, with the majority of that group falling into the 20 to 24-year-old range (53%).

“The New Voices survey confirms assumptions about the millennial generation and the amount of time they spend interacting through online communities. When it comes to engaging and building relationships and trust with this generation of workers, employers need to listen to and participate in the conversations happening in digital communities,” said Shannon Seery Gude, vice president of digital and an expert on social media at Bernard Hodes Group. “With that being said, it is important that employers first understand the needs, preferences and influencers of their ideal candidates within different age segments and be very strategic and thoughtful with their interaction, and never compromise authenticity.”

The New Voices survey revealed the following breakdown of online social networks usage:

  •     Facebook is mentioned most by 16 to 19 (81%) and 20 to 24 year-olds (86%) while LinkedIn, a professional networking community, is mentioned most by 25 to 29 year-olds (25%).
  •     YouTube is visited by many 16 to 19 year-olds (83%) and is visited more by men than women (83% vs.74%).

Before entering into any social networking strategies for recruitment purposes, Seery Gude recommends that companies first listen to the conversations that may or may not exist around their employer brand and assess their existing reputation within online communities.

“Entering into a social media strategy with a baseline understanding of existing conversations is essential to any successful initiative,” said Seery Gude. “Companies can do this by conducting an online employer reputation audit and then continuing to monitor the conversations over time, which will help determine the online communities where candidates can best be reached, illuminate the needs of those candidates, and provide direction on topics that candidates are most interested in.”

A social media strategy is valuable for more than recruitment purposes. Having a strong online presence also allows companies to lend a critical eye to their brand messaging and discover key attributes through the virtual conversations. This honest communication provides insight into preferred destinations, topics of interest, candidate preferences and the impact of your brand.

To access the executive summary of the Hodes New Voices survey, visit http://www.hodes.com/solutions/research/newvoices_nov08.asp.

About Bernard Hodes Group:
Bernard Hodes Group is a leading fully integrated talent solutions provider, Bernard Hodes Group (http://www.hodes.com) offers solutions that often combine multiple service offerings from the Company's core competency areas: Recruitment Marketing; Sourcing/Response Management; Hiring Process Re-engineering; and Staffing Technology (see http://www.hodesiQ.com). All solutions are developed and measured within the company's 360-degree process methodology. The company is headquartered in New York, with over 80 offices and affiliates around the globe. Bernard Hodes Group is a part of Omnicom Group, Inc., (NYSE - OMC) (http://www.omnicomgroup.com). Omnicom is a leading global advertising, marketing and corporate communications company. Omnicom's branded networks and numerous specialty firms provide advertising, strategic media planning and buying, interactive, direct and promotional marketing, public relations and other specialty communications services to over 5,000 clients in more than 100 countries. Bernard Hodes Group serves thousands of clients in virtually every industry, helping them to attract and retain talented workers in every skill set.

This press release was distributed through eMediawire by Human Resources Marketer (HR Marketer: http://www.HRmarketer.com) on behalf of the company listed above.

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Stacey Havel