Millennials Vs. Older Gens, Part 2: Interview Prep for Candidates of Different Generations

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Waiting RoomA couple of weeks ago, we talked about how millennials prepare for their interviews and the best ways that we recruiters can help them be successful in that endeavor. Given that they make up such a sizable portion of the workforce, it’s understandable why millennials get so much attention in the labor market. Today, however, we’re going to shift focus and talk about workers over the age of 34.

Even the slightest gaps in age can create a world of difference in how a person approaches the interview process as a candidate. Check out these recent scenarios I’ve experienced and my best tips for more seasoned professionals looking for that new role in today’s world.

Scenario 1: Candidate Lacks an Online Presence

Recruiter’s Challenge: Unable to Find Information About a Candidate

Naturally, as a millennial who is a recruiter, a red flag goes up for me when I don’t see any information about someone online. Where is their LinkedIn profile? Why haven’t they taken to Twitter? What will our clients think of their lack of online discoverability?

Visibility on the Web is just one facet of being an attractive candidate in today’s market. Over on Undercover Recruiter, Rachel Rowan writes that not having a social media presence could land a candidate in the “no” pile. Rowan adds that it’s advisable for candidates to have an active online presence when applying for a new job — especially a more senior role.

So, how do we handle a candidate who is nearly invisible online?

Recruiters can give their candidates resources to help them get started on creating their online brands. It’s as simple as a stock email sent to candidates who are moving along in the interview process packed with information on LinkedIn and other common social networking tools.

Candidate’s Opportunity: Bolster Your Resume With Social Media

Social media isn’t for everyone, but at the very least, candidates should have some information out there about themselves. Whether it’s a personal blog, a Pinterest board, or an artsy Instagram account, social networks are a great way to expand on your resume. What skills and interests do you have and use every day that aren’t necessarily fit for the brief introduction that is your resume?

PROTIP: Stay active on public social media channels. A blog with writing samples can dramatically enhance your online presence. Some other tips include:

– Create a Twitter profile, then follow and engage with professionals in your field.

– Read and share articles from the thought leaders in your field to remain informed on trends and activities.

– Stay active in your community and develop your professional online brand.

Scenario 2: Did the Candidate Do Their Homework?

StudyRecruiter’s Challenge: Imparting Your Knowledge of a Client to the Candidate

A candidate’s ability to stand out in an interview often hinges on how well they understand their potential employer. Did they do their research to show that they care about what the company is doing?

PROTIP:During your preparation call before the interview, remind the candidate about the selling points of your client. The candidate might be interviewing at many other places, so it may be easy to mix up which company is which. Help them out by giving them some extra background information on the company.

Candidate’s Opportunity: Go the Extra Mile

Make sure to check out the company’s website, LinkedIn page, Glassdoor page, and recent news articles the company has been featured in. It could also be beneficial to look at the social media profiles of professionals who already work at the company to get a general idea of the company culture.

Recruiters and job seekers, what other tips would you include? Feel free to share them in the comments section or tweet me at @EvelynXu15 on Twitter!

By Evelyn Xu