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.
Table of Contents
1 Introduction
2 Generation Y and Social Media
2.1 Generation Y
2.2 Social Media
3 Influence of Social Media on Generation Y and Recruiting
3.1 Influence of Social Media on Generation Y
3.2 Influence of Social Media on Recruiting
4 Challenges and Requirements for Recruiting Generation Y
5 Future Perspective and Conclusion
Objectives and Topics
This paper examines how the ubiquity of social media and the specific digital behavior of Generation Y transform modern recruiting processes. It explores the reciprocal influence between this generation's social media usage and organizational recruiting strategies, highlighting the need for authentic employer branding and effective candidate management in a digital environment.
- Characteristics and digital habits of Generation Y
- Taxonomy and social influence of social media platforms
- Transformation of traditional recruiting to e-recruiting
- Challenges in intergenerational workplace dynamics
- Strategic requirements for authentic employer branding
Excerpt from the Book
3.2 Influence of Social Media on Recruiting
Social media have a strong influence on Generation Y but also recruiting has changed due to their influence. Typically, recruiting is described as the process of attracting individuals to work for an organisation e.g. an enterprise. Social media have become an extension of recruiting as a part of e-recruiting. Recruiters are able to use Web 2.0 applications to attract and contact potential employees in the process of active sourcing.
The traditional recruitment process defined as without using electronic methods is perceived as a sequential process. As shown in Figure 2, the process is split into several tasks as there are identifying and attracting applicants, processing incoming applications, communicate with applicants and finally assessing and selecting qualified applicants. However, in the recruiting process with e-recruiting the tasks are proceeded simultaneously. Both processes start with identifying and attracting applicants and end with the assessment and selection of applicants, but within the e-recruiting process the tasks of processing incoming applications and communicating with applicants are done at the same time. Moreover, switching to career websites and social media channels requires a steady maintenance of the corporate career website as well as SNS as a new task.
Summary of Chapters
1 Introduction: Provides an overview of Generation Y's digital connectivity and outlines the research objective regarding the impact of social media on recruiting processes.
2 Generation Y and Social Media: Defines the demographic cohort of Generation Y and categorizes various social media platforms based on criteria like media richness and social presence.
3 Influence of Social Media on Generation Y and Recruiting: Analyzes how social media alters individual behavior and describes the shift from traditional sequential recruiting to simultaneous e-recruiting workflows.
4 Challenges and Requirements for Recruiting Generation Y: Discusses the necessity for authentic communication, employer branding, and the management of intergenerational conflicts in the workplace.
5 Future Perspective and Conclusion: Summarizes key findings and emphasizes that the integration of social media is a mandatory strategic step for successfully attracting future talent.
Keywords
Generation Y, Social Media, Recruiting, E-Recruiting, Social Network Sites, Employer Branding, Employment Value Proposition, Active Sourcing, Digital Natives, Web 2.0, Human Resource Management, Talent Acquisition, Candidate Relationship Management, Corporate Culture, Intergenerational Conflicts.
Frequently Asked Questions
What is the primary focus of this academic paper?
The paper focuses on the intersection of Generation Y's digital behavior and the evolution of recruiting strategies through the use of social media platforms.
What are the central thematic areas covered?
Key areas include the definition of Generation Y, the mechanics of social media engagement, the transition to e-recruiting, and the requirements for effective employer branding.
What is the core research objective?
The objective is to understand how social media influences Generation Y and how this influence necessitates a shift in organizational recruiting processes.
Which scientific methodology is applied?
The study utilizes a review of existing literature, surveys, and professional reports to analyze trends in Human Resource Management and digital communication.
What does the main body of the work address?
It addresses the specific digital habits of millennials, compares traditional versus e-recruiting processes, and explores the challenges of maintaining authenticity online.
How would you characterize this work with keywords?
The work is characterized by terms such as Generation Y, E-Recruiting, Social Media, Employer Branding, and Talent Management.
How does social media change the recruiting process according to the author?
Social media transforms recruiting from a sequential process into a simultaneous, more dynamic approach that requires active sourcing and constant maintenance of online presence.
Why is "authenticity" considered a critical factor for Generation Y?
Millennials value authentic information; if a company's communicated culture does not match the experiences shared by employees on platforms like Kununu or Glassdoor, the company's reputation suffers.
- Quote paper
- Florian Beyer (Author), 2016, Influence of Social Media on Generation Y and Recruiting, Munich, GRIN Verlag, https://www.grin.com/document/536587
