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The Top 5 Ways to Capture Gen Z’s Attention Online

As the first truly digital generation, Gen Z has grown up with technology at their fingertips. Therefore, businesses and recruiters must know how to capture their attention online. Here at TalentEgg, we spend every day engaging with this exact demographic, and as a result, we have uncovered our top 5 ways to catch Gen Z’s attention:

Utilize Social Media

Gen Z is highly active on social media platforms such as TikTok, Instagram, and YouTube. Creating engaging content and targeting your ads to the right audience is critical to reaching this demographic. That is why TalentEgg offers targeted and successful social media ad creatives that are eye-catching. Social media ads use effective algorithms to target the exact audience you want to reach.

Make it Appealing

Incorporating visually stimulating content such as videos, music, and compelling images into your online marketing strategies is vital when capturing Gen Z’s attention. These types of short-form videos remain one of the most effective mediums to connect with students and new grads. Concise, informative, one to five-minute branded videos are increasingly popular as students are more sensitized to quick, easy and immediate content. That is why TalentEgg offers TalentEgg Shorts! TalentEgg Shorts is a video series showcasing your employer brand that grabs students’ and new grads’ attention. You can film up to five one to five-minute episodes for your TalentEgg Shorts Series!

Keep It Real

Gen Z highly values authenticity, and they can easily detect when something is inauthentic. To ensure your messaging is genuine, it’s essential to use real people in your ads or branding and keep your messaging transparent and honest. That’s exactly what you can do during TalentEgg’s TikTok Takeovers! During a TalentEgg TikTok Takeover, your organization can access TalentEgg’s TikTok account for up to five TikTok posts for one week. From tips and tricks videos to TikTok dances with your team, this is your chance to “video-ize” your employer brand and give a genuine and authentic look into your company culture.

Make It Interactive

Engaging with Gen Z is crucial; interactive elements like quizzes, polls, and social media challenges can help. Using TalentEgg’s Instagram Takeover will make the most of these opportunities. By creating polls, quizzes, Q & A’s and giveaways, you can showcase your company’s strengths and demonstrate that you care about connecting with your target audience in ways that matter to them. These interactive strategies will keep your target audience returning and grow your employer’s brand recognition.

Be Mobile-Friendly

Given that Gen Z prefers to interact with content on their phones, optimizing your website and all employer branding content for mobile viewing is crucial. That’s why TalentEgg provides a mobile-friendly, customized employer profile on TalentEgg.ca. Your company’s employer profile on TalentEgg.ca is search engine optimized so that you can amplify your employee value proposition more effectively. This employer profile is the starting point for students, recent grads, and early-career professionals to learn about your organization’s employer brand, career opportunities and recruitment messaging.

At TalentEgg, our team of Gen Z marketing experts can help you achieve your employer branding goals. We are just scratching the surface regarding all the important ways of capturing Gen Z’s attention online! So, if you want to learn more about how to reach Gen Z effectively, contact our recruitment marketing experts today at info@talentegg.ca, and TalentEgg will grow your employer branding strategy to new heights!

Eliminating Recruitment Bias Through Diversity

May 24, 2022 / James Highet / 0 Comments

Bell is packed full of superstar recruiters who find and hire hundreds of high potential students every year, including Minami Alguire, Senior Manager for Talent Acquisition. TalentEgg had the chance to hear how the Bell recruitment team is passionate about welcoming students, helping students find their fit, eliminating bias and seeing students’ potential to contribute meaningfully straight out of school. Finding one’s path after school can be daunting, and it makes Bell proud to know how the company’s recruiters show up for students. Recruiters make connections and share their expertise with students at recruitment events and work with hiring leaders to make matches between students and teams that are great for business and key post-graduation milestones for the student hires.

Bell is a space where recruitment and development merge. The company recognizes that there is so much opportunity for student hiring to bring fresh ideas and skills into the organization and invest in future generations. With solid support from its executive team, Bell has the passion and the commitment to make great things happen in the campus recruitment space!

Please keep reading to learn more about how Bell welcomes new grads and students and what opportunities are available after joining the company. As well as Bell’s commitment to mental health & what steps are being taken to create an inclusive workplace.

Bell’s Main Initiative for Students and New Graduates

Bell welcomes students and new graduates into the telecommunications, media, and retail industries via the company’s award-winning internship and recent graduate leadership programs. Bell knows precisely how important the transition from school to work is and has over ten years of experience successfully launching new grads into leadership positions.

Commitment to Mental Health in the Workplace

Bell Let’s Talk partners with schools across Canada to equip post-secondary schools with digital tool kits to engage students in conversation around awareness and self-care. Last year, Bell announced the launch of the $3.1M Bell Let’s Talk Post-Secondary Fund to support Canadian colleges and universities in implementing the National Standard of Canada for Mental Health and Well-Being for Post-Secondary Students.

One of the four pillars of the Bell Let’s Talk campaign is workplace leadership, and Bell is proudly committed to leading by example in this space. Since 2010, more than 18,000 Bell employees and 13,000 Bell leaders have completed mental health training. Bell’s initiatives to improve mental health awareness, training and benefits have reduced short-term disability claims related to mental health by over 20% and reduced relapse and recurrence by more than 50%. Earlier this year, Bell has enhanced its psychological care benefit to provide unlimited coverage for mental-health services!

Essential Aspects of the Career Path

Bell is a leader in taking care of its employees, and it shows through the mentorship and experience provided.

Executive Mentorship – Bell helps students and recent grads gain exposure to exceptional leaders throughout the company. Minami’s executive mentor was paired with her during her time in the graduate leadership program, and they still meet regularly!

Real experience – Whether a student joins Bell for the summer or a full-time role after graduating, they can expect to work on real projects that impact how Canadians communicate with each other and the world.
A sense of community – Bell’s cohorts have many opportunities to bond during onboarding and stay connected as they move through their careers. For new hires, this means joining a company with a built-in network of over 1500 alumni that finished the program before them!

Diversity, Equity & Inclusion Initiatives

For Bell, diversity, equity and inclusion are more than a seat at the table; it’s the key to the skills and innovation that make the whole more significant than the sum of its parts. Everyone benefits from a diverse, equitable, and inclusive environment! Sometimes DE&I shows up at work in meaningful ways – like Bell’s 2020 announcement to hire a minimum of 40% BIPOC talent in its new grad and intern programs – sometimes it shows up in the little things, like colleagues eagerly learning how to pronounce someone’s name. At Bell, they don’t just accept difference – they celebrate it!

#TeamBell is also passionately committed to DE&I. Bell currently has three employee resource groups run entirely by employees to support its members and allies. These include Women at Bell, Pride at Bell, and Black Professionals at Bell.

Taking Steps to Eliminate Bias in the Hiring Process

Bell has several steps to reduce and eliminate bias in its hiring process. These include conscious inclusion training to help employees and leaders better understand unconscious bias and their critical role in fostering an inclusive workplace. Bell also ensures hiring decisions are made with various thoughts and inputs to guarantee that Bell continues to be one of the best companies to work for in Canada.

The best way to help students and new graduates get involved with Bell opportunities is for them to speak to recruiters directly! Bell publishes its events calendar on its career site and its TalentEgg page throughout the year. The company’s virtual career fair is one of the highlights of the recruitment calendar. Students will meet some current grads, hiring leaders, and recruiters, hear from executives, participate in speed interviews, and access exclusive webinars and resources from the recruitment team. In the meantime, you can read more about Bell HERE!

Habits to Become the Best Version of Yourself

January 18, 2022 / Luki Danukarjanto / 0 Comments

I’ve been asked more and more to share my insights on developing habits with various organizations since the start of the pandemic. Many have found themselves with extra time with their commutes removed from their day. Some are choosing to feel that extra time with habits like exercise, reading, meditation, and a multitude of other activities. Some are successful at turning them into habits. Many or not. I share my insights as to why.

Why are habits important in the first place?

For anyone who has ever tried to start a new routine, oftentimes an act of sheer willpower is needed to get started. That willpower often drains energy and you don’t want to be using that much energy every time you do something. Habits can help you reduce that energy train so you can use that energy for other things.

Parts of a habit

Habits can be sliced and diced into various segments. I like to use Charles Duhigg’s version.

Cue: A trigger that signals the habit to start
Action: The activity of the habit itself
Reward: A reinforcement for the behaviour

Habits don’t always form when you start doing things primarily because without the cue or the reward, The habit has nothing to anchor itself to in your brain.

Getting rid of a habit or starting a new habit

One of the most surefire ways to get rid of a habit is to remove all cues for that habit. Unfortunately that is easier said than done if you cannot completely control your environment.

Consider the FOGG behavioural model. Think of one vertical axis for Motivation and a horizontal axis for Ability. There would be an action line that starts from high Motivation and low Ability and curves down and flattens towards low Motivation and high Ability. When something is above the line then it occurs and happens. When something is “below” the line then it does not occur or happen.

That means to get rid of a habit you need to decrease your motivation or decrease your ability.

You can decrease your motivation by pairing your habit with a consequence.

Want to stop snoozing and sleeping in? Set an embarrassing social media post to go out just after your alarm wakes you up. You better get up, or that post will tell the world about your embarrassing moment!

You can decrease your ability by making your habit more difficult to do.

Want to stop snacking on some junk food? Stash it way towards the back of your cupboard where you have to inconveniently take out other items to get to it.
Want to stop spending so much? Put your credit card in a hard to access spot. Or even freeze it in a block of ice so that you literally have to melt it to access it – Hopefully by the time you get your credit card out, your impulse to buy has subsided. Make sure you also delete any saved credit cards on your browser for online sites.

On the other hand, if you want to start a habit, you need to increase your motivation or increase your ability. You can increase your

You can increase your motivation by finding the core purpose for wanting to set up the habit or finding a partner to hold you accountable for your actions.

To find your core purpose or why for the habit, ask yourself: why is that habit important to you? With whatever answer you provide, ask yourself: why is that important to you? Repeat that five more times. If you don’t repeat yourself and really focus on it’s important to you then you’ll often find the core reason
An accountability partner can help many stay on task. That’s why study buddies, gym buddies and other type of accountability partners can’t be so helpful

NOTE: for most people one or the other works better. Take a look at when you’ve been successful in starting a habit in the past and repeat your success.

To increase your ability, understand your tendencies.

The acronym SPACEBEAR can help you to find some of your tendencies.

Step-type: Do you prefer small steps, or do you “go big or go home”?
Pace-type: Are you a marathoner (consistently spend time to move towards your goal), sprinter (hit things hard, then take a break then hard and break), procrastinator (wait until the last minute before you get something done)
Aversion-type: Do you react better to a “carrot”, or a “stick”?
Chrono-type: Are you a Lion (get stuff done early in the morning often before anybody else is awake), Bear (slower to rise and get stuff done in the middle of the day), or Wolf (our most productive late night)
Expectations-type: Are you an Obliger (need someone to help hold them accountable) or a Questioner (need to know why something is important to them)
Buying-type: Are you an Under-buyer (buy just enough or wait until you’re almost out), or an over-buyer (buy so much that you’ll never run out and always have some in reserve)
End-type: Are you a Finisher (like to check things off your to-do list), or an opener (like to start new things – though not necessarily finish them)
Availability-type: do you prefer simplicity, or abundance
Recognition-type: do you prefer familiarity, or novelty?

Knowing your tendencies can do wonders to get that habit going. For example: you might start a habit like exercise and only continue it if you constantly find new and novel parts of it to do. Or you might need to start with familiar and easy to do exercises before you gradually move on two more difficult exercises.

Summary

Wow there are many more ways and considerations to effectively start or stop a habit, these will hopefully be some useful tips to get you started.

By setting up habits, you might find that you have more energy to do other things throughout the day.

Pick something from the above to implement. Try it out for a few days or weeks. If it sticks then keep it. If it doesn’t, then try something new.

You’ll likely find that when you set up these habits you become even more productive in your work and life.

About Luki

Luki is a career coach and likes to say that he has found his purpose helping others find theirs. A former management consultant and campus recruiting lead, he shares his SIWIKE Stuff I Wish I Knew Earlier through books, podcasts, videos and other content. Connect with him on LinkedIn https://www.linkedin.com/in/lukidanu/ or Subscribe on YouTube to access other content https://youtube.com/focusinspired

Exclusive Insights Live from our 2021 #TEAwards Surveys

June 17, 2021 / Irene Chan / 0 Comments

At our 2021 TalentEgg Awards and Conference, over 80 recruiters and industry professionals attended to join us in celebrating the best in student and new grad recruitment. Throughout the conference, we conducted some surveys to uncover some exclusive insights for the future of recruitment and the workplace in our ever-changing world.

Virtual Recruitment is Here to Stay

One of the questions we asked recruiters and industry professionals was, “Will your organization continue to incorporate virtual campus events as part of their overall campus recruitment strategy?” Out of 35 respondents, 77% answered “yes,” while 23% answered, “I’m not sure yet.” Thus, it is clear that an overwhelming majority of participants are going to continue incorporating virtual initiatives to engage and provide students with opportunities, while the minority are, at the very least, open to the idea.

Employees Want to Return to a Hybrid Workplace

Regarding the future of the workplace, an overwhelming 79% of respondents answered “hybrid (a combo of remote & in-person) when we asked them, “What type of workplace would you like your employer to adopt?” Meanwhile, the remaining 21% of respondents answered “completely remote/virtual.” Regarding the ever-changing workplace, results are indicating that the future of the workplace is going to change. For the most part, say goodbye to long commutes and face-to-face interactions in the office. The pandemic has allowed companies to adapt and overcome obstacles to remote work, and as a result, hybrid workplaces are the newest trend that is here to stay.

Soft Skills are Critical for Career Development

As highlighted in our Guide to Recruitment 2021, soft skills are crucial to students’ and new grads’ development and career success. But, what kind of soft skills, in particular, are recruiters and industry professionals looking for in the workplace? We asked our awards and conference attendees to tell us, “What soft skill do you think is the most important for young professionals to develop?” The most common answers were communication, curiosity, adaptability, leadership and resilience. Other responses included time management, flexibility, empathy and critical thinking.

Exclusive Ways to Connect Virtually with Students

Whether you’re a career educator or a campus recruiter looking for the most effective ways to engage with or hire students and grads or you’re a job seeker wanting to network with employers, we’ve got you covered. We asked attendees, “what has been the most effective VIRTUAL way you engaged with students this past year?” and the answers varied across all respondents. For instance, 26% of respondents stated: “coffee chats” as their top pick, while 22% of respondents stated, “social media” and “networking sessions,” both tied as the second most popular answer.

Something worth noting is that none of the options were left unanswered! Although coffee chats, networking sessions, and social media were the most popular answers, there is still value in investing time and effort into other initiatives such as information sessions and case competitions.

The Demand for Diversity, Equity and Inclusion in Recruitment and Employee Engagement

Finally, attendees acknowledged the heightened need for employers to commit to and embrace DEI initiatives in their recruitment and employee engagement strategies. When we asked attendees “What do you see as the most transformative changes in recruitment and employer engagement around diversity, equity and inclusion in the future?” Among the answers were “top-down approach to attracting, finding and hiring diverse talent,” “partnering with EDI students clubs,” “open-mindedness,” and “providing scholarships and support to the community.” As a recruiter or HR professional, take the time to sit down with your company leaders and carefully discuss meaningful and impactful ways to embed diversity and inclusion initiatives into the workplace effectively.

For more trends on recruitment, the trends in demand from students and new grads, and a glimpse of the future of the ever-changing workplace, check out our Guide to Recruitment 2021 package, brought to you by our team at TalentEgg.

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