Anden Emery’s Post

Great article. I don’t believe there is too much of a difference. It is more that social media wasn’t as prominent when we were Calli’s age. Most every job I have went through and am no longer at is because I spoke up for myself. One job I worked at I was literally told, “just do what I say”, “we don’t ask questions”. So needless to say I have experienced very similar situations from the time I was 19 through my 40s. Federal protections don’t actually protect us from retaliations and other discrimination practices. They are there in theory. Sure there are a few stories… They have to be really extreme to get a lawyer to take, be on the news, get EEOC to address, and find any resolution. It may seem like we take it and some do. By the time we are older we have a mountain of student loans from trying to stay ahead of inflation and to lift the “paper ceiling”, families, and a higher magnitude other financial responsibilities. So we learned and we ask ourselves each time, do I feel like getting fired any time soon? How long will it take to find a job? Will I loose my home, become homeless, how will I feed my children. Especially, post pandemic! So we have learned to weigh and measure the risks. How serious is the issues and disrespect?

In today’s fast-paced world, where communication styles and preferences vary across generations, tailoring your job advertising is the key to attracting the right talent. From Gen X who love a good work/life balance to Millennials that are purpose-driven and tech-savvy to Gen Z that are drawn to creativity and the chance to make an impact - each generation seeks out different factors when seeking their next job, therefore tailoring your advert to your key audience is key to attracting top talent. Reach can help you to pinpoint the right platforms to get your message out to your target audience. Email hello@reach-ats.com to find out how we can help you with candidate attraction.

Candidates & Job seekers: Although you may see tips like this over and over again, it's probably because they're important principles that need to be put into practice. I saw a post from someone else in recruiting recently that encouraged job seekers who choose to reach out directly to recruiters on LinkedIn to be thoughtful in their messaging. Because I had seen that post, I didn't want to make one about the same topic, but then I realized, important messages call for frequent reminders. Coincidentally, about a day after seeing the post, I had received 2 connection requests from job seekers. One request had no message at all, while the other did have a message attached. I read the message and was immediately taken back to the post I had seen the day before. This person was looking for marketing/creative positions, however they included a key aspect in their messaging that made me inclined to try and help: "If you're the incorrect person to be reaching out to, could you point me in the right direction?" Absolutely. I was indeed the wrong person to be reaching out to, but because that simple phrase was included, I decided to thoughtfully respond to a thoughtful outreach. I provided this person with the name of the recruiter on our team who would most likely have the type of role they were looking for and I also provided links to all of our job boards so that this person could check out all open roles and even have them on hand to check out what might be open in the coming weeks/months. The point is, if you're going to take the time to reach out directly to a recruiter at a company, don't reach out aimlessly. And if you do (lol), take the time to acknowledge you might be reaching out to the wrong person and that you'd love to be pointed in the right direction. I can't really give a blanket statement for ALL recruiters, but from what I've seen and from my personal experiences, we're going to be much more inclined to lend a hand with that extra acknowledgement in your outreach. Also, just for fun, here are the links to our job boards: https://lnkd.in/guAE7e-y https://lnkd.in/g4ckYGF8 https://lnkd.in/gnQaehVK

Your prospects are giving you all of the information you need to convert them into customers. Are you listening? One of the easiest #searchlistening ways to hear 👂🏾 from your potential client or customer is to look up what they are searching for in conjunction with your brand, keyword or industry topic. This is one way our summary reports amalgamates #mediamonitoring. Big media brands understand this: just take a look at the search results for #lazygirljobs How It Started: Gabrielle Judge 5/22/23 TikTok video How It’s Going: as the movement evolves, here’s the analytics of “lazy girl jobs”, which is incredible considering its very organic origination. This is a gold mine of information for those in HR, recruiting & management when you’re thinking of how to reach and retain young female employees. We live in a time whereas employees do not dictate acceptable work environments. The employee (usually top talent) dictates what’s acceptable or not. Don’t let the word “lazy” on the hashtag fool you. It’s bigger than that. No matter your industry, Gen Z and the world is speaking. The question is: are you #searchlistening?

Your company’s online presence is more than just a profile—it's your first impression. In the race for talent, social media is the boost your recruitment needs. With up to 50% of new hires leaving within a year, sharing your company culture, values, and employee stories can attract candidates who align more closely with your mission, team, and ways of working. Here’s how to make the most of it: ✅ Showcase Your Culture: Use photos, videos, and testimonials to give a behind-the-scenes look at what it’s like to work at your company. Authentic content resonates with potential hires. ✅ Highlight Achievements: Celebrate your successes and initiatives. This positions your company as a leader and shows potential candidates what they can be a part of. ✅ Engage Actively: Respond to comments and messages promptly. This builds rapport and shows that you value your audience. Building a strong employer brand through social media helps attract the right candidates. They see your company's values and culture, and if they align, they're more likely to apply and stay. How are you using social media to build your employer brand? Share your thoughts below! #EmployerBranding #TalentAttraction #CompanyCulture #SocialMediaRecruitment #Three60

Marketers are snipers! 🎯 It's not about inclusion, it's about exclusion. You'll never get your dream job by applying to 100 jobs. You'll get it by getting crystal-clear on what it looks like. What it pays like. Who runs it. In what industry. What they value. And where on LinkedIn do they hide. Afterwards... You devise a clear series of steps to infiltrate the company. You befriend the executives, Build rapport with the decision-makers, Ask for advice on how to get such a job... And then make them an irresistible offer. Which must be based on what you can do, plus. What they value most. Just as a sniper meticulously prepares for the perfect shot... Digital marketers should focus their efforts on a single, well-researched job opportunity on LinkedIn for maximum impact. To craft an irresistible offer like Alex Hormozi and Sabri Suby read this 'underground' tactic: https://rb.gy/sxo5hq

75% of the global workforce are about to become genzers or millennials in the upcoming years. These candidates interact with brands in entirely different ways. While they used to short-form videos and engaging content (like this video 😜), when it comes to engaging with your brand, what we typically see are average black-and-white job boards or job descriptions. So, while these job ads may inform you about the position you’re applying for, they often fail to convey anything about the company culture or the reasons that make a company attractive or worthwhile.

Last year’s Graduate Market Report revealed that 95% of employers used social media in the hiring process. Therefore, it is important that you use social media to your advantage. Here are some tips on how to maintain a professional social presence and leave a good impression on employers. 📲🤝 #topgrad #socialmedia #socialpresence #professionalsocialmedia #tips #careertips

Last few days have been really hard in terms of identifying career and personal goals for self. I’m currently in a transition phase where I am beginning to look for new opportunities in my professional capacity. The world is moving so fast and sometimes it’s overwhelming to see everyone posting so aggressively on social platforms just to gauge adulation from peers and hiring managers. I sometimes feel that the older days were much better, rather than quantity of time and certificates people relied on the talent and attitude of the individual. Are we missing something here ? Totally relying on the ATS and social profiles to filter out ? What if reel life is not as promising as the real life? I feel the similar connotation applies in the workforce. Judging a candidate by their social presence is a thought process that doesn’t go down well with me. And I for one took some really good time to come to terms with that I am not going to be a part of this rat race. I do not think any less of me and that’s what sets me apart from this cruel competition of who bags it first! What do you guys think ? #womenempowerment #womensupportingwomen #womenwriting #writersofinstagram #influncermarketing #unpopularopinion #jobscenarios

Did you know that in 2024, an enormous 91% of employers use social media in the hiring process? This tells us something important: personal branding is non-negotiable. But so many job seekers put off this career-changing initiative, scared away by self-doubt, the perceived enormity of the task and the fear of it not having an impact. That’s why we decided to use our latest blog to demystify - and descare-ify - the rebranding process. Learn the art of rebranding yourself with our seven key strategies, plus advice on how to overcome fear and self-doubt. #personalbranding #BrandYou #careerconfidence