Recruitment Marketing To Millennials:

How to Connect with

a Connected Generation
 Omni-Channel Strategies for a Digital Age

The modern workplace belongs to millennials. The generation is expected to comprise 75 percent of the
global workforce by 2020.1 Is your company ready for this demographic wave that is already in progress?

Much has been reported about the habits of millennials, individuals born roughly in the last two
decades of the 20th century, and who were exposed to computers and cellphones from an early point
in their lives. This unique group of people communicates and behaves in and outside of the workplace
differently than previous generations.

Millennials:
Changing the Face of Hiring in the 21st Century
Millennials comprise the Millennials are mobile and
largest segment of the US many don’t remember a
population and will be 75 time without hand-held
percent of the workforce technology available 24/7.
by 2020.

Millennials may have A millennials’ job journey

yet to fill out a paper “norm” is about as high-tech
job application or sent as it comes—think FaceTime
a physical resume interviews, brand experience
through snail mail to Tweets, and first day on the
a potential employer. job Insta selfies.

21 percent of millennials Two-thirds (65 percent) of

changed jobs in the last millennials stated that “the
year, which is three times opportunity for personal
the rate of non-millennials. development” most
influenced the decision to
accept their current jobs.

2 Recruitment Marketing to Millennials: How to Connect with a Connected Generation | www.symphonytalent.com

To understand how to recruit millennials (as
well as the oncoming Generation Z—loosely
defined as anyone born this century), we must
understand how this group approaches not only
the workplace, but also their overall careers. We
must also understand the technology millennials
use and which channels they prefer to connect
This eBook will explore technology and
priorities that define millennials, then will detail
recruitment strategies that companies should
consider to better appeal to this important and
influential generation.

“
with potential employers. Ben Eubanks of
Lighthouse Research, writing about how text This group craves a more
messaging has become an important part of
recruitment marketing, perhaps says it best: direct, personal interaction with
“This group craves a more direct, personal a real person. Anyone that has
interaction with a real person. Anyone that has
recruited someone from the millennial generation recruited someone from the
knows this to be true.”2 millennial generation knows

”
Hiring departments must solve the challenge of this to be true.
effectively recruiting millennials—a generation
that is transforming and improving the workplace. Ben Eubanks,
Lighthouse Research

www.symphonytalent.com | Recruitment Marketing to Millennials: How to Connect with a Connected Generation 3

 About Millennials

The exact definition of who a millennial is varies depending on the research organization interpreting
the U.S. Census numbers. What isn’t in dispute is that millennials comprise the largest segment of the
U.S. population:

Millennials 1982 - 1997 75.4 million

Generation X 1965 - 1981 66 million

Baby Boomers 1946 - 1964 74.9 million

Silent Generation 1928 - 1945 28 million

Source: U.S. Census 2015 estimates, Pew Research3

Moreover, some researchers extend the millennial generation to 2000 or even 2005, thus flooding the
demographic with even more people. And it goes without saying: Millennials now comprise the largest
segment of the U.S. workforce.

4 Recruitment Marketing to Millennials: How to Connect with a Connected Generation | www.symphonytalent.com

 Millennials and Recruitment Technology

One thing that defines millennials Moreover, with technology still

is their embrace of technology. evolving, the preferred media
Consider these realities: and applications used by
• Someone born in the early 1990s likely
millennials not even a few
doesn’t remember a time without email years ago may have already
or the Internet.
been replaced. For example,
• Someone born in the mid-1990s may have a millennial job candidate
yet to fill out a paper job application or sent
a physical resume through snail mail to a
today may:
potential employer.
• Read about an opening on his Notebook

• Someone born in the late 1990s has no

• FaceTime with a recruiter
experience with how people communicated
without cell phones, texting, or social media.
• Share a resume from Dropbox

• Set a calendar reminder for an in-person

interview on his smart watch

• Take a Lyft to the interview

The average baby boomer—and • Upload PDFs of key hiring documents to an

possibly a good chunk of Gen online site

Xers—may have little or no idea • Tweet what a great experience he had, and...
of what just transpired with every
• Instagram a selfie of himself at his desk on
step of this example. But for a his first day
millennial, this series of events
is simply par for the course.

www.symphonytalent.com | Recruitment Marketing to Millennials: How to Connect with a Connected Generation 5

Another takeaway from this scenario is that typical recruiting strategies may not be as relevant as they
once were. Hiring departments must market to millennials in all the channels they most frequent—the
omni-channel. Recruiters also must provide a seamless process, assisted by technology:

• Sourcing solutions optimize job board What is Omni-Channel?

postings and allow recruiters to post to
dozens—even hundreds or thousands—of
millennial-frequented boards at once.
• Social recruiting and content platforms
empower recruiting departments to post to
social media and establish a presence with
candidates.
Omni-channel is an approach to recruitment
marketing that uses many interconnected digital
channels—including social media, company
career websites, text messaging, email
campaigns, live chat, job boards, paid advertising,
earned content, and so on—to find candidates
and move them down the path to hire.

• Career sites offer a portal to learn more
about a company and to apply.
• Nurturing software facilitates candidate
touch points at all phases of the hiring
process.
• Candidate relationship management (CRM)
solutions give applicants a means to know
exactly where they are in the process.
• Online skill assessments test candidates
skills before hire.
• An applicant tracking system (ATS) moves
candidates (and employers) seamlessly
through each hiring stage and procedure,
including onboarding.
• Employee advocacy software encourages
new hires to become evangelists for the
employer brand.
Omni-channel marketing differs from
multichannel marketing in that multichannel’s
focus is across multiple channels.
Omni-channel employs all channels and puts
candidates first, reaching them in relevant and
compelling ways across every digital touchpoint
en route to application, employment, and
advocacy.
Much of this technology was unthinkable a
couple decades ago; now it is not only welcomed,
but also expected and demanded by the
millennial generation.
Another takeaway from this
scenario is that typical recruiting
strategies may not be as relevant
as they once were.

6 Recruitment Marketing to Millennials: How to Connect with a Connected Generation | www.symphonytalent.com

What Habits Drive Millennials in Their Job Searches
Recruiting strategies that haven’t adjusted to the millennial generation’s strengths and potential
are behind the curve; not recognizing the habits and preferences of younger workers
will put a company at a severe competitive disadvantage.

Here are some of millennials’ behaviors, activities, and expectations that shape how they seek, apply,
accept, and engage in their jobs:

1 2
Network Influenced: Digital First, and in
With social media and other instant
communications applications always accessible,
Some Cases, Digital Only:
Online is not only the first source of information
millennials are most influenced by friends,
for millennials; for some, it is the only resource
personal contacts, and word of mouth when
they have ever utilized to find the information
making major decisions. In their job searches,
they require. In their job searches, millennials rely
they care about company reputation and will seek
heavily on online resources, with the corporate
out information from their networks to get a full
career site being the most important.
perspective of the opportunity. And in 2016 and
beyond, their networks stretch farther than ever
before—to all ends of the omni-channel, which is
why a broad recruiting strategy is so important.

www.symphonytalent.com | Recruitment Marketing to Millennials: How to Connect with a Connected Generation 7

 3 5
Content Hungry:
With information always available and often
right at their fingertips, millennials expect to
have a wealth of data and insights to inform
important decisions. They will check a company’s
career site, social media presence, YouTube,
and review sites, and they will use search
engines to find compelling stories about the
company’s culture. Organizations in today’s
employment marketplace can take advantage of
this tremendous opportunity to capture the eyes
and ears of millennials, if not just to establish a
memorable brand for potential candidates.
4 6
Time/Attention Constrained:
Millennials spend the greatest amount of time
online (35 hours per week) and on their cell
phones (14.5 hours per week) compared with
other generations.4 They also switch their
attention between media platforms at a higher
rate (27 times per hour, compared with the 17
times per hour for previous generations).5
To grab their attention, websites, including career
sites, should use clear and simple navigation,
and have just the right amount of real and
authentic information.
8 Recruitment Marketing to Millennials: How to Connect with a Connected Generation | www.symphonytalent.com
Living in a Mobile World:
An estimated 279.3 million Americans
use the Internet, and of that number,
41.6 million access it solely via mobile devices.
Another 227.7 million will surf the Web on
traditional computers and mobile devices; only
10 million access the Internet exclusively on
laptops and/or desktops.6 For millennials, these
numbers cement the importance of the digital
job search, because at any moment, if they want
to investigate an opening or the reputation of a
company—as well as apply—they can use their
smartphones or tablets to do so. Companies
should be ready now for that moment.
More Connected:
Many people have lamented how the digital age
has cheapened communication because we are
not directly speaking to each other as often.
This criticism overlooks the fact millennials
are more connected to each other than other
generations ever have been. The communication
simply has changed: Texts, instant messaging,
and social media now complement face-to-face
interaction—and can exponentially spread that
interaction to more people. Millennials value the
opinions of their expanded circles, so when they
hear good things about an employer from their
friends, it carries more weight.
 7 8
Brand Savvy:
Never underestimate the value of a strong
employer value proposition (EVP) with
millennials. Even desperately unemployed job
seekers won’t apply at a company that they don’t
respect or don’t see any chance of engagement
or advancement. One study discovered that
making the world a better place via their jobs
was important to 64 percent of millennials;
88 percent prefer a collaborative work culture.7
If your EVP doesn’t reflect priorities such as
these, millennials will keep looking until they
find a company that does.
Always Hunting:
Because finding, applying, and accepting a job
has become so much easier in this digital age,
being on the lookout for new employment is as
simple as using your smartphone. Therefore,
many millennials are continually on the hunt
for a new job, even if they are happy with their
current jobs, and even if they don’t actively want
something new. This hunt could include diligently
checking job boards and companies’ career
websites, or it could be as basic as subscribing
to a company’s Facebook, Twitter, or Instagram
feed. A better opportunity might be out there,
and millennials aren’t afraid to pounce if that
opportunity crosses their path.

Technology has obviously impacted how millennials see their lives related to work, but the economy they
have grown up in has been a factor as well. Except for a few years of recession that didn’t impact them as
much as other generations that were hammered, millennials have known mostly stable economic times.
Both factors—technology in the mobile age and the economy in the digital age—have profoundly affected
how millennials view their careers.

Understand these factors, and you will gain greater insight

on how to market to this generation.

www.symphonytalent.com | Recruitment Marketing to Millennials: How to Connect with a Connected Generation 9

 Grabbing the Attention of Connected
and Constantly Stimulated Millennials
Millennials bring passion, innovation, and ambition to their careers.
This enthusiasm might be their greatest asset, but it also requires a recruitment marketing
strategy unlike what companies may have been comfortable with in the past.

Here are some traits that millennials offer today’s workforce:

Always Seeking According to a Gallup survey, 60 percent of millennials would be open

Better Opportunities:
to a new job, and 21 percent changed jobs in the last year, which is
three times the rate of non-millennials.8 Though this can partly be
attributed to the solid economy (low unemployment and strong job
outlooks mean workers aren’t so afraid to quit one job in search
for another), it also reflects millennials’ willingness to find the best
opportunity for themselves, even at the risk of temporary instability.

A Bentley University survey showed that 84 percent of millennial

A Desire to Make respondents said that “knowing I am helping to make a positive
a Difference: difference in the world is more important to me than professional
recognition.”9 Having witnessed corporate failures and recessions,
94 percent of college-educated respondents agree that their
generation is questioning the assumptions of the business world and
asking themselves, “What is the best use of my heart and mind?”10

Company Culture Whereas previous generations are focused on job stability and
compensation as major priorities, millennials prioritize company
Matters: culture as a huge motivator for selecting and staying at an employer.
A Hodes study showed that around half of millennials say that
“work environment/culture” is an attribute that makes an employer
attractive (41 percent) and impacts their decision to stay at an
employer (47 percent).11

10 Recruitment Marketing to Millennials: How to Connect with a Connected Generation | www.symphonytalent.com

 But Make No Mistake— Though millennials are known for valuing authenticity and purpose
in their professional endeavors, they also care about compensation
Money and Stability and job security. A 2015 study by EdAssist shows that financial
Matter Too: security is millennials’ No. 1 concern, with 71 percent saying that
they would prefer a retirement savings plan over other financial
perks.12 Moreover, a Business Insider survey from 2014 revealed that
10 percent of millennial respondents left a job because it did not
pay enough, 10 percent left for a job that paid more, and another 15
percent left for a job that offered greater advancement. The same
survey found that 26 percent of millennials would have stayed with
their first full-time job if it paid more.13

Opportunity for Millennials want to see an opportunity for personal and professional
development when assessing employers. A PWC report entitled
Growth is an “Millennials at Work” showed that almost two-thirds (65 percent)
Important Factor: of respondents stated that “the opportunity for personal
development” most influenced the decision to accept their current
jobs—even more than the organization’s reputation (36 percent) or
even the role itself (24 percent).14 Another report stated that
52 percent said opportunities for career progression made
an employer attractive.15

When Millennials This generation isn’t shy about shouting from the rooftops—
particularly on social media—when a positive experience warrants
Are Engaged, such an action. If millennials are engaged and enjoying their jobs,
They Are Vocal: they won’t hesitate to become advocates for your company and your
brand, especially if given the means to do so.

Tech-Savvy, Millennials aren’t just proficient with today’s technology—they

understand how it can benefit them. For example, a Generation
Tech-Inspired: X candidate might be content to visit a company’s jobs page
on Facebook; a millennial will post, share content, and visit the
company’s other channels. As a result of their tech expertise,
millennials are more inclined to engage with technology-aligned
processes—and in today’s digital world, they expect nothing less.

www.symphonytalent.com | Recruitment Marketing to Millennials: How to Connect with a Connected Generation 11

 Innovation is Returning to the earlier concept of wanting to make a difference,
many millennials see innovation as the means of achieving that
Inherent: goal. Their ideas aren’t simply borne out of a desire to be heard,
but also out of an expectation that they can drive improvement and
effect change. This penchant for innovation is important during
all stages of a millennial’s candidate journey—if your brand can
demonstrate what potential can be realized by working for your
company, the odds of hire and engagement increase dramatically.

These characteristics of millennials reinforce why recruiting this generation is challenging, but also reveal
why this generation offers so much potential to employers. Solve this puzzle, and the benefits to your
hiring process—and your company’s bottom line—can be significant.

12 www.symphonytalent.com | Recruitment Marketing to Millennials: How to Connect with a Connected Generation

 Tips for Recruiting Millennials
A millennial-driven workforce is here, but a ready-or-not attitude isn’t why you should be
recruiting this generation. Millennials bring passion and a willingness to fully engage with
a new job if given the opportunity. The benefits to the business can be immense and
set you apart from the competition—if you can find the talent and inspire them immediately.
And though recruiting these younger workers requires an updated approach, the effort
can yield benefits in terms of improved quality of hire—and in less time to hire.

Here are some mandates that companies must initiate in order to recruit millennials and position
themselves ahead of the pack for the next decade and beyond:

1: Content and Creative

As previously noted, millennials are content-hungry and will want as much authentic information about
employers as they can find. Make sure the right information is available to millennials via a wide array of
appropriate channels—the omni-channel, which reaches job seekers in the preferred media and through the
most logical technologies— so that they are fully knowledgeable of all you have to offer when considering
your company.

Branding
In the current candidate-owned job market, employer brand isn’t just important—it’s all but required.
If a job seeker doesn’t form a favorable opinion of your company, the odds are he or she will shift
interest to one with a more active brand. Research has shown that 56 percent of full-time professionals
say an employer’s reputation is the most important factor to potentially considering a new job.16
Establishing, promoting, and enhancing employer brand across your omni-channel content is essential
to attracting millennials and seamlessly moving them through the hiring process. Your branding strategy
must not only appeal to candidates, but also impress, educate, and inspire them so that they apply to
work for your organization, engage upon hire, and tell their friends about how great your company is.

www.symphonytalent.com | Recruitment Marketing to Millennials: How to Connect with a Connected Generation 13

Career Websites
Sixty-three percent of business students (U.S.) use an employer’s website to learn more about a
company, thus making it the most important information resource.17 For the most part, employers
understand and are on board with this idea; almost three-quarters of employers state that their career sites
are an online/interactive way to engage with potential candidates who have not yet applied.18 Understand
what compels millennials—including the opportunity for development and professional progress, company
culture, and an authentic look into how the company operates and what it cares about—and be sure that
you share your company’s unique perspective on these and other topics.

Email
A 2015 study by Principal Financial Group found that despite the popularity of social media and real-
time communication media such as chat and SMS, millennials overwhelmingly prefer to communicate
with companies via email. For 4 in 10 millennials, email is the preferred method of contact for outbound
communications.19 Beyond just an application confirmation, email offers your company an opportunity to
express its unique traits, give updates, and offer the information that millennials require to feel good about
their professional choices. Email, unfortunately, remains an underutilized form of candidate engagement
with 91 percent of employers admitting that they make no additional contact beyond the automated
acknowledgment of application receipt.20

4/10 millennials
prefer email for outbound communications.

14 Recruitment Marketing to Millennials: How to Connect with a Connected Generation | www.symphonytalent.com

Optimizing Paid and Earned Media
“PESO” is a hot acronym in recruitment marketing, referencing an omni-channel approach that covers
paid, earned, shared, and owned strategies to engage candidates, especially millennial candidates.
Paid (PPC and paid social media options) and earned (articles and posts about your company in
publications, blogs, and other media outlets) are effective channels on their own, but when used in tandem
can provide a powerful, optimized means to reach candidates. With paid and earned, your employer brand
keeps bubbling to millennials’ attention, even when they aren’t actively job-seeking.

Retargeting
If at first you don’t succeed, recruit, recruit again! Millennials often engage with a brand on social media or
on a company’s job site, but the timing might not be right for them to apply, or something doesn’t instantly
strike a chord, or they just wanted to learn more about your organization. Retargeting, via personalized
email, text messaging, paid media, and other channels, keeps their engagement active or, at least,
rekindles their interest. Just because the timing wasn’t right now doesn’t mean it won’t be right later;
you want to be sure that somebody is home when opportunity comes knocking.

www.symphonytalent.com | Recruitment Marketing to Millennials: How to Connect with a Connected Generation 15

 2: In-Person Engagement
Onsite events, including career fairs and on-campus recruiting, remain a popular way for companies to
connect with interested candidates. Companies should use best-in-class technology and have a strong
game plan in order to maximize ROI of these recruiting activities.

Events Including On-Campus Recruiting

Sixty percent of business students indicate that they learn about employers at career fairs, and 45 percent
say that they do so at employer presentations on campus.21 According to the Talent Board’s 2014 CANDE
Awards report, employers use in-person events to develop relationships directly with candidates including
internship fairs (46 percent) and career fairs (27 percent). These in-person events are often themed and,
therefore, allow companies the opportunity to connect with military, university, diversity, and industry
candidates.22

Sixty percent of business students indicate that they learn about

employers at career fairs, and 45 percent say that they do so
at employer presentations on campus.

Mobile Technology
Advances in portable technology, including mobile phones and tablet computers, extend the opportunity
to interact and collect vital information from candidates you encounter at events. Yet, this remains an area
where employers are missing out on connecting with great candidates. When you have just moments to
interact with candidates at events, make sure you have the means to quickly capture essential information,
such as an email address, so that you can continue to interact with candidates over time. This increases
your capture rate and will enable higher ROI for your event marketing investments.

16 Recruitment Marketing to Millennials: How to Connect with a Connected Generation | www.symphonytalent.com

 3: Technology and Candidate Experience
Robust hiring technology not only creates a process that appeals to digitally savvy millennials, but
also increases the volume and quality of applications received. After all, if job seekers can apply and
communicate with you without hassle, they are more likely to stay engaged with the process; they may not
immediately apply or accept a position but will be on your radar (and vice versa) for the future.

Here are some examples of how technology enhances the candidate experience:

Ease of Use
Millennials who have grown up alongside technology have the highest of expectations when it comes to
digital experiences. Compared with other generations, they possess higher expectations of seamlessness
in job search activities, with one-third stating that the ability to apply for a job using a mobile phone is
important.23 And 6 in 10 job seekers have started but failed to complete an online application due to how
long or complex it was.24 The candidate experience, from beginning a search to a click of the “Submit”
button to the continuous engagement that enables you to keep in contact with your talent community,
should be simple and easy, and it should be an extension of your employer brand and your employment
value proposition.

Credentials and Assessments

You want to impress millennials, but they also want to bubble to the top of your list. In this digital age,
technology offers a way to verify credentials and assess candidates’ skills. This is a win-win for millennials
and employers—candidates aren’t jumping through hoops to prove their qualifications, and companies can
identify the strengths and weaknesses of potential hires and place them appropriately.

Employee Advocacy
The recruiting process with millennials doesn’t end at hire. In fact, these new employees can become
integral to promoting the company brand and attracting subsequent waves of job seekers. If the candidate
experience is good, these hires won’t hesitate to tell their networks about it on social media and via word
of mouth. Technology is available to facilitate this, thus making the process easy for advocates and
evangelists to spread the word with other millennials or the next generation of workers.

www.symphonytalent.com | Recruitment Marketing to Millennials: How to Connect with a Connected Generation 17

Referrals
Word of mouth remains an important avenue of finding quality candidates, and technology encourages
millennials to be part of this process. Referrals, whether formal and detailed or merely suggestions, can be
made digitally and reach the recruiting department for further action.

Onboarding and Engagement

A robust ATS and CRM guides candidates into employment—hires know exactly where they are in the
process and are ready to be productive from day one. These systems and other onboarding solutions
facilitate engagement by setting millennials up for success and building enthusiasm before they even put
on a name tag or are assigned a cubicle. Engaged employees then are more apt to become advocates,
refer others, and pump up your brand, thus strengthening the recruitment marketing lifecycle that is so
critical—and effective—for this generation.

18 www.symphonytalent.com | Recruitment Marketing to Millennials: How to Connect with a Connected Generation

 Conclusion
The millennial generation isn’t the future of the American workforce—it’s the present. Companies must
adapt their recruitment marketing strategies to this reality or lose out on the best young talent.
The omni-channel, employer brand, employee advocacy: These and other innovations are
driving how organizations are finding, nurturing, and hiring millennial candidates.

Not Sure Where to Start? Here Are Three Tips to Get You Going:

1 Look at the social media accounts that your recruiting department maintains.
Are you posting regularly? Are candidates liking and sharing your content? Is the content
interesting or rather pedestrian? Taking a more active approach to your social media
channels will provide an instant boost and capture the attention of millennial candidates.

2 What does your employer brand say about your company? If it’s vague, confusing, or
otherwise weak, take steps to strengthen your brand across the omni-channel, including
social media outlets, email communication with candidates, and your career website.
Tell candidates why they should work for you, and don’t be afraid to brag!

3 If your department doesn’t possess the resources to maximize a recruitment marketing

strategy, consider partnering with a third-party expert to implement winning solutions and
technology. Symphony Talent, for example, is a partner that companies across a wide range
of industries have trusted to transform their talent acquisition programs. We offer cutting-
edge sourcing, nurturing, engagement, and analytics solutions that are redefining the ways
organizations hire millennial talent.

www.symphonytalent.com | Recruitment Marketing to Millennials: How to Connect with a Connected Generation 19

 Interested in learning more about what Symphony Talent offers?
Visit www.symphonytalent.com to discover how we are revolutionizing
recruitment marketing.
References
1. “By the Year 2020, Almost Half of the Workforce Will Be Made Up
of These People.” Upworthy.com.
2. “Your Secret Weapon for Starting a Conversation with On-Demand
Candidates.” Ben Eubanks, Employment Metrix blog; Nov. 10,
2016.
3. “Millennials overtake Baby Boomers as America’s Largest
Generation.” Washington Post, April 25, 2016.
4. “Millennials Spend More Time With Digital Than Traditional Media,
But…,” Marketingcharts.com, July 1, 2014.
5. “By the Year 2020, Almost Half of the Workforce Will Be Made Up
of These People.”
6. “US Internet Users Rely on Mobile Devices for Digital Access.”
emarketer.com
7. “What Millennials Want in the Workplace (And Why You Should
Start Giving It to Them).” Forbes.com, Jan. 13, 2014.
8. “Millennials: The Job-Hopping Generation.” Gallup.com Business
Journal, May 12, 2016.
9. Millennials in the Workplace, 4. Bentley University, 2012.
10. Millennials in the Workplace, 2.
11. The Growing Value of Employer Brands. Bernard Hodes Group,
2012.
630 5th Avenue, Suite 659
New York, NY 10111, USA.
800-603-0680
© 2017 Symphony Talent, LLC. All rights reserved.
12. “New EdAssist Study: Millennials Seek Financial Stability from
Employers.” EdAssist.
13. “Exclusive Survey Shows How Hard It Is for Millennials to Find
Good Jobs.” Business Insider, June 18, 2014.
14. Millennials at Work, 11.
15. “By the Year 2020, Almost Half of the Workforce Will Be Made Up
of These People”
16. “56% of Professionals Rank Talent Brand as Top Factor When
Picking a Job.” LinkedIn Talent Blog, April 1, 2014.
17. Building a Global Employer Brand, Insights from the World’s Most
Attractive Employer Survey 2014, 20. Universum, 2014.
18. Candidate Experience 2014, 10. Talent Board, 2015.
19. Millennial Research Study 2015, 50. Principal Financial Group,
2015.
20. Candidate Experience 2014, 27.
21. Building a Global Employer Brand, 20.
22. Candidate Experience 2014, 11.
23. 2015 Job Seeker Nation Study, Inside the Mind of the Modern Job
Seeker, 8. Jobvite, 2015.
24. How Candidate Experience is Transforming HR Technology, 56.