How to adjust communication for a new generation

Whether we like it our not the world communicates in a much different manner than even ten years ago.  My daughter still stares at me in disbelief when I tell her that I didn't own a cell phone until I was 23 years old.  My very first phone came with a package that allowed for fifteen minutes per month of usage.  Can you imagine only have fifteen minutes of usage now with your cell phone?

My first cell phone wasn't too far off from this picture of Saved By The Bell.  It had terrible reception, was large and clunky, and was incredibly expensive for what little it provided with features.  Now I feel like I am behind the times if I own a smartphone for more than eighteen months.  Has it changed the way I communicate with clients and candidates alike?  Absolutely.  But not everyone feels that way.  Clients especially have a certain manner in which they communicate, and it is usually their way or the highway.  But I am here to tell you that if you don't adjust how you communicate, you will lose out on good talent.  Here are a few things to consider:

1)  Texting is an acceptable way to set interviews.  Many employers are gun shy to provide any of their personal information to a candidate.  I can certainly appreciate that, especially in the early stages of an interview as you get to know someone.  But if you have already met with someone or phone screened them and feel comfortable about their background, this is an incredibly effective way to communicate.  It is discreet as most candidates cannot speak freely at work.  It is also quick as studies have shown that people check their phones as often as once a minute during the day.

2)  Encourage candidates to like your company Facebook page.  In order to do this you obviously need to have a company Facebook page.  If you don't, step back and consider doing that first.  For those that do have a page, it should have enough valuable content to encourage absolutely everyone to take a peek.  Unlike Linked In this allows you to show more of a personal side to your working culture.  Maybe it will show where your employees volunteered recently.  Perhaps it shows where you had your company holiday party.  It may even help someone make a personal connection with someone they know at the company.  What a great advertisement for working at your company!

3)  Connect with candidates on Facebook.  I know it may seem daunting to make "friends" with potential colleagues, but we do it all the time and it is amazing what we learn about candidates.  Some good, some bad, but all valuable.  At the very least be viewing their profiles.  You would be shocked at how much most people allow to be viewed by the public on social media outlets like Facebook.

4)  Drive candidates to your website.  Whether it be in your email signature, your social media, your SEO, your job postings, or anything else, drive people to view your website.  Of course you will need to have an updated and interactive website, but it is something more and more savvy candidates are doing.  I can't tell you how many people reach out to me and say they were just on our website.  I always ask what drove them there, and the majority of the time they don't even remember.  They just know they liked the site, they found my contact info, and now we're talking.

There are many more ideas that are changing as time goes on, and you can either choose to stay ahead of the curve or remain entrenched in antiquated ideas that might even turn some people off.  What do you think - is the world changing around us on a daily basis?  What else might we employ to change our communication style in a new generation of candidates?