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Tag: Social Media (page 1 of 11)

Millennials Are All Grown Up: Connect with Early Career Professionals

In 2019, TalentEgg is proud to celebrate its 11th anniversary. For over a decade, TalentEgg has specialized in being the most preferred job board and career resource for students and recent grads in Canada. Something unique about our demographic is that we’re finding students and grads that found their first jobs on TalentEgg are now coming back to us for their second or third jobs in their careers. As a trusted source for all things career, our users are looking for more experienced and intermediate roles, which means we can reach even more candidates to fill your recruitment gaps. To learn more about early career professionals, we eggs-panded our TalentEgg Survey to get their insight about the workplace, what they look for in an employer and what they’re searching for in their careers. We’ve already revealed some of our findings throughout this Guide but wanted to dedicate a little more attention to this cohort. Our once young millennials have grown up, and here’s what they’re searching for.

Out of the early career respondents, 41% have been with 1 employer since graduation and 41% have stayed in the same role since graduation. However, 72% are actively looking for a new position with an employer. The common theme? They’re looking for growth and aren’t necessarily finding it at their current place of work. Career path and growth is consistently the number one factor that both students, grads and early career professionals are looking for in a potential employer. So it’s no surprise that 59% say they want more job opportunities shared with them.

We found that 94% of early career professionals are interested in taking additional training and certificates, including one-on-one career coaching. We also discovered that 61% of early career professionals have already taken additional training/certificate programs beyond their undergraduate degree. This demonstrates that there is a clear desire for additional training. This presents an opportunity to develop a generation of young professionals who are looking to continue on their career path, potentially improving employee engagement and retention. Don’t let your onboarding investments go to waste. If your organization prides itself on developing its people, then make sure you’re highlighting this to not only current employees, but to new candidates as well.

Since early career professionals are the millennial generation, they are digitally savvy and want to receive information in a similar manner to students – via social media. Instagram is the number one preferred platform for early career and, as they get older, they start to rely on social media and online resources for their career information instead of their parents and family members.

With TalentEgg’s paid social media campaigns, targeted email blasts and geo-fenced mobile marketing campaigns, we can target early career professionals looking to make the next step in their career as well as provide you support for your campus recruitment.

With this strategic approach, we can add value to your talent attraction and recruitment efforts and your talent pool will be filled with the top-notch candidates before you know it! We deliver measurable results and promote your employer brand at the same time. Reach out to us to find out which customizable solution will work best for your company.

Sponsored Facebook Post: CMHC

Sponsored Instagram Story: BMO

Sponsored Facebook Post:
TalentEgg Talks Live

Sponsored Instagram Post: Tenaris

Early Career Editorial on LinkedIn: Bell

How Workplace Culture and Recruiting Top Talent Go Hand-in-Hand. An Interview with Gaby Patenaude from Export Development Canada

Workplace culture is an important aspect of any happy and productive working environment. There’s something to be said, though, about organizations that go above and beyond to showcase what the culture in their workplace actually looks like. Students, new grads, and early career professionals are digitally savvy and do their research to find the best fit for them. Even if your workplace culture is out-of-this-world-amazing, are you telling your story effectively? Are young candidates seeing it, hearing about it, watching it? If they aren’t, there’s a chance that you’re losing top candidates to other employers who are taking the extra steps to highlight the quality of their teams, culture and why they are the best place to work.

Export Development Canada (EDC) is one of those employers who strongly supports employee culture while also showing it in an authentic and engaging way. We had the chance to speak with Gaby Patenaude from EDC who shares how their organization lives and breathes culture, community, personal growth, professional development and so much more to ensure that candidates know that they are working for one of the best employers in the country. Read the full interview below.

Meet Gaby

Gaby is the Campus Recruitment Program Lead at EDC and has been with the company for three and a half years. Starting as a new grad, Gaby knows first hand what it’s like to make that school-to-work transition. She also understands how important it is for employers to step up and showcase what it’s like to work at a particular organization. Gaby manages the whole student-employee lifecycle – from campus events, partnerships with schools and interviewing candidates, to providing programming, onboarding and support once students are in the door and on the payroll.

Go, Grow and Succeed’ at EDC

EDC’s culture is unique with a variety of inclusive employee-led committees, community giving programs, professional development workshops, and a “state-of-the-art gym” to support their employees — both in work and in personal growth. “As someone who was really actively involved in my university community, I really value the giving nature of EDC,” Gaby comments.

“Community involvement is embedded in everything we do, whether…when EDC employees worldwide take a day to do volunteer work with over 40 organizations or to our stellar CSR practices embedded into the business transactions we make every day. I think that kind of purpose is really what younger generations seek in an employer. Somewhere where their values can come to life at work.”

Having initiatives like employee-led committees also allows employees to connect with so many more peers and leaders that they otherwise wouldn’t have access to. “It lets employees feel like they have a wide variety of what I like to call ‘work extracurriculars’ because there are so many ways for people to get involved at work outside of what is listed on their job description.”

“Through these committees and their events, I have met so many new people and flexed new muscles as I took on side projects totally unrelated to my role. That is so rewarding and definitely lends to an inclusive workplace culture. No matter where people are in the hierarchy, they can really make a difference.”

Shouting Out Your Culture To Top Talent

All of these amazing initiatives and activities that are ingrained in the culture at EDC would be lost on new candidates if their team wasn’t active both on-campus and online to spread the word. Gaby cautions employers not to completely limit themselves to one strategy or the other, but to really look for a balance. “It’s a balancing act of that digital side to reach broad audiences, but [also] creating a space for highly specialized, in-person interactions.” EDC has found that dedicating specific and targeted strategies to both digital and in-person experiences has been enormously beneficial in their overall recruitment and employer branding strategy.

“TalentEgg has been instrumental in us reaching broad audiences with country-wide digital campaigns with hot new tools like Instagram takeovers. The nice thing about digital content is that in most cases it is there to stay and you keep referring back to it if candidates want to do any self-led research. I think it’s important to have digital brand awareness about your employer.”

Striking that balance, Gaby found that the most success they’ve had is with smaller scale, highly specialized events.

“For instance, partnering with campus clubs and associations to host case competitions in topics where we want some fresh insight, or hosting career spotlight events where students come and experience what it’s like to work in a certain role or career.”

Tell Your Story Authentically 

While it’s vital to tell your employer story both in-person and online, Gaby stresses that it’s important to have authentic and transparent content.

“I think the more transparent the better! We’ve found the best success in our recruitment campaigns when we really connect with students. For example, during our Instagram takeover with TalentEgg, we let a student a day take over TalentEgg’s account and take us through a day in their life: from their walk to our downtown office, to their 1:1 with their leader, to their gym session at lunch, or lunch on our rooftop patio. This was a way better indication of their impact and life at EDC than any thoughtfully worded job poster.”

Gaby also stresses the importance of showing candidates that you truly care about them as a potential hire, that they aren’t just another number. EDC did this by hosting a TalentEgg Talks Live where students and grads asked Gaby live questions. She was able to give the audience across Canada a deep-dive 30-minute session about EDC instead of a quick 1-minute conversation at a career fair.

“Recruitment is all about allowing the candidate to really be able to picture themselves in a role and envisioning their happiness and success in that role. TalentEgg has been great in shining light on the new and upcoming strategies for things like social media recruitment marketing, mobile marketing, and others. This has also been proven in bringing students into our office and introducing them to employees. It allows them to put a face to a job and see what someone’s career path was to get to where they are.”

Advice for Fellow Employers and Final Thoughts

“It’s important as an employer to show that you are developing people and not just employees. It’s a two-way street – employees will invest more in their jobs if they know their employer is investing in them. The reality is that if you as a company aren’t staying up on trends, or putting in a caring approach to employees, those employees will go to the next employer down the street that is doing a better job. So I think employers really have an obligation to take their employees seriously and give them the best caring culture to support their best work.”

That’s one of the reasons why Gaby started her career with EDC. She emphasizes why it’s so important for young people to know that their employer will be there for them in the best of times to push them forward, but also on those not so great days.

It’s important to not only rely on being present online and on-campus, but also to tell your employer brand story, bringing it to life and helping future candidates see what their future could be like at your organization.

Why It’s More Important than Ever to Connect With Candidates Online

It’s common knowledge that employers need a web-presence and a digital strategy to promote their jobs and attract young talent. However, simply having a career website that posts job descriptions is no longer enough.

The first component of being online is indeed having a career website with compelling job descriptions and robust employer branding content. This is where you can showcase your eggs-ceptional culture, the benefits of working at your company, and your company’s competitive distinctions as an employer of choice. Your web presence is the primary tool for you to attract and engage young candidates and the go-to place where they will launch their job search. In our 2019 survey, 86% of post-secondary students stated that they look for jobs online (which includes social media as well as websites), which indicates that your online presence is vital to attracting young candidates.

“Having just the right amount of information on the website and it being easy to navigate makes the user’s life much easier and makes the website itself easier on the eyes.” – Saisurutyi Sridaran, Ryerson University, 2021

“In 2019 you definitely need to have a website that is optimized for mobile.” – Mallory Thompson, Western University, 2019

The second component is, of course, social media. It is a highly preferred method of job search and employer research among young professionals (1 to 5 years after graduation). 87% of early career professionals surveyed also prefer to look for jobs online, including social media, and there is a good reason for that. Employers who excel at finding the best candidates tend to have strong social media engagement by having authentic conversations with job seekers beyond the static one way posts. Employers with a strong social media strategy have a human voice and communicate their employer value proposition in a demonstrative way through their employees Instead of telling candidates, “working for us is awesome”, make sure to show candidates what a fun, inclusive workplace culture you have, as experienced by recent hires, who candidates can relate to, in video, Instagram Stories and testimonials, creating a compelling and authentic reflection of work life within your organization.

But each social media platform resonates with a different audience, and matching the content to the best platform for the right candidates can be difficult. Where exactly do students and recent grads spend their time? Our 2019 survey proved once again that Instagram is still king with 59% of high school students, 41% of post-secondary students and 49% of early career professionals preferring that social media platform over the others for employer branding content.

What type of content should employers post to attract maximum attention? You might have guessed it already, but video is still king as the medium of choice, and it’s popularity is only increasing. 82% of high school and 69% of post-secondary respondents prefer to engage with videos for career-related information on all platforms and media channels.

TalentEgg Talks: Live with Mercedes-Benz
Financial Services (Instagram and Facebook Live)

The main area of concern when it comes to social media is getting around tricky social media algorithms to ensure your audience is seeing your content. While we can’t fully predict algorithms, which are constantly evolving, we know that the more your audience engages with your content, the better it performs. Moreover, Facebook and Instagram are well known to favour video content and showcase it to more users on their platforms, so it’s truly a win-win. With our less text-focused content for those who like getting visual information, we are shifting how we deliver your brand messaging. We communicate your values by producing videos, hosting live Q&As with representatives of your organization in a simulcast video on Facebook and Instagram (TalentEgg Talks LIVE) and creating Instagram Stories. In other words, we’re bringing your employer messaging straight to the target candidate! Be exactly where your young talent pool is – on Instagram, and engage in an authentic way through Instagram Takeovers and TalentEgg Talks LIVE Events. The great value-add is that if your existing social media followers aren’t Gen Y and Z, we can help you build out that audience on your own social media channels. The video recording also makes great content for your Employer Profile on TalentEgg and can be repurposed and re-edited by TalentEgg for short video clips on social media to continually refresh your feed with snappy, well packaged video shorts.

Even though video is king and social media is rising, direct email remains a strong medium for the delivery of career-related information among students and recent grads. The convenience of receiving targeted job alerts in the candidates’ inboxes, the ability to customize which content reaches them, and the ease with which the job seekers can find emails tailored to their needs, all attribute to email’s continued popularity. Our research indicated that 60% of post-secondary and 52% of early career professionals prefer email communication for job postings, indicating that while candidates like learning about employers on their smartphones and social media, they still prefer to actually apply to jobs from their laptop. With our ability to personalize and create custom email blasts for our clients, we’re targeting your employer brand message directly to students and grads.

Year after year, our Incubator blog is an invaluable resource for students and grads who are hatching their careers. Our custom editorials highlight various features of your organization to amplify your employer brand and connect with our audience. In our 2019 TalentEgg Survey, we asked what type of content students and grads wanted to read about and they overwhelmingly connected to editorials that were easy to read in Q and A format, enjoy resume and interview tips, day-in-the-life stories about young relatable employees and appreciate interviews with recruiters, interns and co-op students from your organization. Many of these topics provide an inside look into the company’s culture – exactly what our respondents care about the most. Every demographic we surveyed said that the most important thing they look for in an employer is positive and friendly company culture (92% of all respondents, including high school students, post secondary students and grads, and early career professionals).

Managing a company’s reputation is another important task. 68% of post-secondary students state that negative company culture or workplace, bad online reputation and negative candidate experience are the most important factors when turning down an employer. That is exactly why it is so important for companies to tune into the social conversation about their brand, create a positive candidate experience, and highlight their engaged and inclusive employee culture!

94% of students believe that it’s somewhat to very important for employers to have a strong online presence. This includes your social media presence and website usability. If students can’t find what they are looking for easily and in an engaging way, they are on to the next thing. We know that students are busy with school, work and social lives, and if they need to search in multiple areas or click through multiple pages, you’ll likely lose their attention. That’s why our custom employer profiles are a one-stop place for job seekers to learn more about your company, as well as explore jobs and events. It’s also a great place to post your employer branding videos, social media clips and editorials.  

Testimonial from a student: TalentEgg helped me obtained numerous information regarding the internship opportunities with your all-in-one platform.

 

Keeping all of these factors in mind can be very overwhelming, especially during a busy hiring season. TalentEgg is here to help. With our trusted and talented team of writers and account managers, we can help you craft and execute your employer branding strategies to attract the best of the best in campus recruitment and beyond. Visit talentegg.ca and keep reading this guide to find out how eggs-actly we can assist you on this journey.

Custom Client Videos: Walmart Dare

Client Custom Editorial: Chang School

Custom Client Videos: EF Tours

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Client Custom Editorial: Sysco

Email Blast BMO

TalentEgg Talks: Live with Career Connections (Instagram and Facebook Live)

Your Complete Guide to Canadian Campus Recruitment

The eighth annual TalentEgg National Campus Recruitment Excellence Awards and Conference took place on Wednesday, June 19th, 2019 and we are happy to say that it was an egg-cellent day of learning and collaborating on best practices in student, new graduate and early career recruitment. The TalentEgg Awards and Conference marks a moment when employers, nonprofits, campus recruitment professionals, and career educators come together for a day to discuss different approaches to support youth employment and professional development. We would like to sincerely thank everyone who joined us for the event, and we can't wait to see you next year!

All Awards and Conference attendees got to take home our 2019 Guide to Canadian Campus Recruitment. This valuable resource gives employers and HR professionals crucial insights into recruiting Gen-Y and Gen-Z job candidates, including best practices, tips on how to use social media effectively, and what matters most to students, new graduates and early career professionals when it comes to starting their careers.

If you missed out on the conference, you can still access TalentEgg's key findings from our Gen-Y and Gen-Z research and recruitment insights gained from our work with the Student Judges of the TalentEgg Awards! We’re offering a free digital download of the 2019 Guide to Canadian Campus Recruitment right here!

Here’s a sneak peek of what you’ll find in the 2019 Guide:

  • Candidates' recruitment pet peeves
  • Why your employer brand needs CSR
  • Unique experiences to develop your future talent pipeline
  • Connecting with early-career professionals
  • Why and how to connect online with potential candidates
  • How your recruitment efforts can be everywhere, all at once
  • The importance of continuous learning and incorporating it into your onboarding
  • …and more!

Get your free copy of this essential resource!


2019 Guide to Canadian Campus Recruitment

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