Do millennials even use LinkedIn?

Do the emerging talent use LinkedIn and other platforms?

Relationships and clear communication done well can make the difference.

At a recent breakfast discussion it was argued that acquiring talent is twice as hard as it used to be 20 years ago and also takes twice as long. A leading hotelier also recently announced that this is the worst time for recruitment he has ever experienced in a 30 year career. It is clear that attracting the right talent with the right mix of skills in the right location is difficult. At the same time there is also the differences between generations – whether approach, mind-set or leadership.

LinkedIn is one of the leading players in the online job market. Recent stats have announced that the platform has 500 million users but 71 per cent of these users are above the age of 35 with the average user aged 42. So where are the rest?

Does this mean the younger generation are not on Linkedin?

Possibly. There is an argument that the platform ignores young people because it is focused on experience. However the counter is that LinkedIn is actually more successful for networking, although in a different way to the handshake relationship that works so well.

Social media startups such as Yourfeed are being created possibly to try and ‘bridge the gap’. This platform includes the strap line: ‘LinkedIn for millennials’ and their focus is on matching job opportunities with user’s skills and interests. It is an interesting approach and time will tell how effective it will be.

It does also make one question the current strategies towards acquiring and retaining talent in an ever changing talent market and recruitment world.

Do businesses need to ensure they are active and communicating effectively?

Despite new platforms being created, the fundamentals are still essential. Communication is increasingly difficult with all the noise – from competitors to the sheer wealth of channels – it can be hard to put a voice out there. Visible leadership is an effective route but do some companies hide behind the brand and expect people to come knocking at their door?

There is clearly difficulty in finding good people but there is also the question of how to support the millennial generation move into leadership positions over the next several years. Relationships and clear communication done well can make the difference. Communicating effectively gives a leader incredible power to transform a company and a team, not to mention their own life, especially with Millennials and other generations using professional networking platforms to ‘research’ the company, its culture and ensure its a good fit. Has this always been known but forgotten?

It is important not to forget that the Deloitte Millennial Survey last year: 44 per cent of millennials say they would leave their current employer in the next two years, if given the choice, because they are not committed to the values or vision of the organisation. Now is the time to begin passing over knowledge and teaching others to be effective leaders. Whether through inspiration, moving people to action or creating an emotional connection. Retaining talent is becoming just as hard as acquiring.

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