WorkForce.com recently had a good article that focused on recruiting Gen Yers and instead of describing training programs and mentor programs, it discussed the importance of having a good damn website. One that is ‘fast and engaging.’.. one with which they will not get bored. So it is important to add a bit of interactivity, such as YouTube Videos. In fact, “sstreaming videos are good not only for acquainting a candidate with what it is like to work within a company but also for showing diversity within the organization.”

Tonight I had dinner with a representative of a company that planned to hire professionals to create their recruiting videos. That is absolutely ridiculous and their perspective Gen Yers will call them on it. Hell, I would call them on it. Why not let your employees create their own and then help them put them on the website to help recruit.

 Ironically, us folks in the USA are a little behind in using interactive technologies to recruit Gen Y. Asia and Europe are a head of us. They use text messaging more than we do. Sometimes I wonder if our Fortune 500 companies are afraid of change. Why have so many of them been afraid to take the plunge and use Facebook or Myspace for recruiting? Or why haven’t they had their employees who are Gen Yers involved in recruiting and providing feedback on the company’s image and marketing. Why not have them help determine if the company website appears to Gen Y.