Generation Y 2.0

Disneyland Online Career Day

Through an online recruiting event for Human Resources and Public Relations professionals, Disneyland Paris invites you to explore how Generation Y will fundamentally change the workplace.
Disneyland Paris is looking to hire candidates for Human Resources positions with 3 to 5 years of experience and for Public Relations positions starting 5 years and over. It is organizing the Disneyland Online Career Day – December 9, 2009

Through an online recruiting event for Human Resources and Public Relations professionals, Disneyland Paris invites you to explore how Generation Y will fundamentally change the workplace.

Join us in this event to explore our HR / PR job opportunities, to meet with our representatives and to learn from Disney professionals as well as external keynote speakers such as:

• Federico Gonzalez, Senior Vice-President, Marketing at Disneyland Paris;
• Patrick de Moustier, CEO at Electronic Arts Asia-Pacific;
• Benjamin Chaminade, Founder at Generation Y 2.0;
• Ruth Bond, Director at Disneyland Paris University;
• Cédric Ponsot, Chief Executive Officer at ZAOZA - Vivendi Universal
• Amélie Bourgeois, Internet and Direct Marketing Director at Disneyland Paris.

The 9th of December, you will be able to -:

• Learn about Disneyland Paris
• Participate in online presentations and online chats and ask your questions
• Discover the role you could play at Disneyland Paris
• Apply to the open positions

Don’t miss that opportunity and register now at Careernomics Disney

In case you can’t be online on December 9th, you can apply to the position and access all the recordings until December 16th. Please pass this email on to your friends who may be interested in this Career Day. We look forward to your participation and wish you an excellent day!

UPDATE : More than 500 resumes have been sent to Campus/Buzz’n'Be which is again a good record for such an event (average is 400 …). About 120 people were connected simultaneously to talk about the way Generation Y may change the workplace. The next event will take place in March 2010.

From 29 April, in partnership with FAFIEC and REGIONSJOB.com, we will begin to roll out a training course on recruitment and social networks across major French cities. These courses are aimed at recruiting professionals wishing to deepen their knowledge in 2.0 and tools to cope with new behaviours from the Y culture and changes in the face of crisis.

The job of recruiting has changed drastically. If the first objective is always that of being an intermediary between a job post and an individual wishing to occupy it, the components have evolved, both in substance and in the appeal of new approaches and practices.

These parameters include:

• The maturity of the customer requirements have changed significantly. If the emergence of the Internet in the recruitment process has temporarily led us to believe that businesses could “source” by themselves, we must once again get recruitment firms to use “e-recruitment 2.0” tools

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With job cut backs and hiring freezes, graduates may be wondering what’s in store for them this year.
The Graduate Market in 2009 report by High Fliers and the Association of Graduate Recruiters (AGR) own report, there will be less opportunities for graduates in this years’ hiring round despite reported increases predicted earlier in 2008. Cuts are of course being firmly blamed on the credit crunch/recession.

Last year there were approximately 2.8 graduates for every place in the leading companies and with more graduates coming onto the market this year competing for potentially less jobs this ratio is likely to be at least 3.5 to 1. Competition is likely to increase again in 2010. Yet stories continue that employers are looking to overseas candidates in order to find the skills they are looking for, as found by the AGR. Focus on university league tables showing the employability of their graduates is likely to increase and employers may be thinking of targeting their rounds very carefully.

Most of the vacancies continue to be based in London and the South. According to the AGR, banks are likely to cut graduate vacancies by at least 28%, together with cuts in graduate starting pay. Engineering sectors may see an increase in graduate vacancies but continue to have a shortfall in the right calibre of candidates. So perhaps engineering graduates will be less inclined to head to the City for banking jobs this year, but the shortfall in this field continues. And there appear to be reports of pay freezes for graduates elsewhere.
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Don’t be surpised if you are about to receive the same cover letter, differentiated only by the candidate name and your company name (or even your competitors’ in error!) over and over in the coming weeks. Just like the news/magazine ads you have copy and pasted from a previous one, they are doing the same. So, if you are looking to recruit online, it has come to a finally time to develop a good online ad.

If you want to attract candidates that are keen to work for you (or your client), it is time to rethink your approach. Your ads must shake things up; they must inspire, they must pre-select and they must find you the right people not just a group of desperates.

You are entering the war for talent as soon as your job ad appears on the web and not just at the negotiation stages. So why should the best candidates click on your ad instead of your competitors’ ? Because we are going through a financial crisis and they are desperate? Come on you’re not that slow. You need the best. So how do we improve the click rates and pull in really good candidate applications?

You have to impress upon people’s minds immediately, don’t wait for the interview process to begin. So here are a few tips:

A compelling title is the least you can do
Remember you are trying to interest a customer. He/she wants to live a great experience, giving him/her the money they deserve and to make a difference to their career by working in a challenging job or for a well known company. So you need some good lines to catch their attention. May be something like:
- You like oysters? Good thing we’re seeking rare pearls!
- Tired of kissing frogs? Come to the prince’s kingdom!
- Earning less than €35K with 5 years experience? Correct this injustice!

Ok, so you get the general idea.

Create interest in just 3 lines
This is basic direct marketing. You must capture the attention of your target in a few seconds. It is even less time than he/she has at their disposal to convince you to read their application. This is especially true if the candidate uses an RSS feed where only the first lines appear. It may be useful to begin with three lines of description that titillates curiosity.

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Members of this generation seek their parents’ input on key decisions and especially about a new job. As a recruiter you need to anticipate this, accept parental involvement as a given, and make the most of it.

Like it or not, parents are an inevitable part of the process of recruiting members of Generation Y. Most members of this generation seek their parents’ input on key decisions; virtually no Y will accept an offer of employment without first calling home to discuss the pros and cons with his or her parents. You should anticipate this, accept parental involvement as a given, and make the most of it.

Your goal should be to make sure that when that Y calls home, he or she hears three magic words: “Good choice, honey.” Your company needs to have a “parent-approved” employer brand.

To read more on Business Week