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Running Head: SOCIAL MEDIA RECRUITMENT: GETTING GENERATION Y S
ATTENTION
Social Media Recruitment: Getting Generation Y s Attention
Andrew Nixon
Mihai Ciuca
Adam Venditti
Hailey Desormeaux
Kayla Dynan
University of Guelph
Running Head: SOCIAL MEDIA RECRUITMENT: GETTING GENERATION Y S
ATTENTION
SOCIAL MEDIA RECRUITMENT: GETTING GENERATION Y S ATTENTION
ABSTRACT
Online social media has recently become one of the more widely used methods for organizations to attract some of the best employees. This study examines 136 participants in Generation Y, those born in 1980-1996, on their perceptions
(organizational attractiveness) and reactions (job pursuit intentions) towards being contacted about a job posting through social mediums. Specifically, Twitter,
Facebook and LinkedIn. The findings from a questionnaire sent out show that
81.75% of Gen Y would apply to an organization which reached out via social media.
Using a two-tailed Pearson Correlation, participants perceptions were found to be positively related to their reactions (significant at the 0.01 level). The findings conclude that social media recruiting is something organizations should tailor specifically to Generation Y s values, and it is widely accepted by Gen Y applicants.
Running Head: SOCIAL MEDIA RECRUITMENT: GETTING GENERATION Y S
ATTENTION
INTRODUCTION
Generation Y are those born between 1980 and 1995 (Schweitzer, Ng,
Lyons, 2010)with the advancement of technology during this generation it is key for companies to have wide access to this technologically savvy generation when recruiting. The recent influx of social media platforms offers new opportunities for those seeking employment to access those making hiring decisions(Madera, 2002).
According to Jobvite Social Recruiting Survey, 2012, 92% of job recruiters currently use or plan to use social media in order to recruit employees. More specifically, 92% use
LinkedIn, 66% recruit on Facebook and 54%
ATTENTION
Social Media Recruitment: Getting Generation Y s Attention
Andrew Nixon
Mihai Ciuca
Adam Venditti
Hailey Desormeaux
Kayla Dynan
University of Guelph
Running Head: SOCIAL MEDIA RECRUITMENT: GETTING GENERATION Y S
ATTENTION
SOCIAL MEDIA RECRUITMENT: GETTING GENERATION Y S ATTENTION
ABSTRACT
Online social media has recently become one of the more widely used methods for organizations to attract some of the best employees. This study examines 136 participants in Generation Y, those born in 1980-1996, on their perceptions
(organizational attractiveness) and reactions (job pursuit intentions) towards being contacted about a job posting through social mediums. Specifically, Twitter,
Facebook and LinkedIn. The findings from a questionnaire sent out show that
81.75% of Gen Y would apply to an organization which reached out via social media.
Using a two-tailed Pearson Correlation, participants perceptions were found to be positively related to their reactions (significant at the 0.01 level). The findings conclude that social media recruiting is something organizations should tailor specifically to Generation Y s values, and it is widely accepted by Gen Y applicants.
Running Head: SOCIAL MEDIA RECRUITMENT: GETTING GENERATION Y S
ATTENTION
INTRODUCTION
Generation Y are those born between 1980 and 1995 (Schweitzer, Ng,
Lyons, 2010)with the advancement of technology during this generation it is key for companies to have wide access to this technologically savvy generation when recruiting. The recent influx of social media platforms offers new opportunities for those seeking employment to access those making hiring decisions(Madera, 2002).
According to Jobvite Social Recruiting Survey, 2012, 92% of job recruiters currently use or plan to use social media in order to recruit employees. More specifically, 92% use
LinkedIn, 66% recruit on Facebook and 54%