Olympia Lambert’s Post

Last week I gave a short presentation related to early careers, including Gen Z (folks under 26). Whether you are a fan of the various "labels", Gen Z continues to take over the workforce, and it's essential employers understand the values and experiences they bring to the table. Gen Z wants to see real people who share their interests and values presented, and this is key - authentically. They rarely find examples of this on career websites (think stock photos and scripted dialogues), so they have been turning to platforms like TikTok, Instagram, and YouTube to create their own "authentic career" content. And it is fascinating to see their creativity at work. During my research, what surprised me was the extent to which students were using social media to share their experiences related to their current employers. Some students opined about their internship experiences; others gave general advice about how to enhance their success in obtaining internships. Whether giving a day in the life tour of their internship or talking about how they prepared for their investment bank interviews while putting on their makeup, the common denominator for all of them was raw authenticity - no selling, no glitz, no forcing smiles, - just sharing their thoughts and feelings wherever life happened to find them. The result? Their shares, favs, and forward stats are a marketer's dream, reaching into the hundreds of thousands in some cases. For most, it's not about how many followers they have or who they can influence. It's just how they engage. As McKinsey pointed out “Gen Zers are radically inclusive. They don’t distinguish between friends they meet online and friends in the physical world.” In other words, they do this broad sharing simply because...they can. If you're an employer, take a moment to jump on TikTok, Instagram or YouTube and search for your company with terms like internship or careers. You may be surprised by the number of videos and the creativity devoted to career related content not created by your marketing team. But please, don't view this as a policing exercise as you'll be missing the point. Employers who want to attract Gen Z talent must focus on creating meaningful connections that demonstrate their commitment to authenticity which means accepting the good with the bad. It means sharing honest stories about your culture, being open about areas where you could improve, and demonstrating a commitment to progress and growth. By embracing the values of authenticity, transparency, and inclusivity, you can make sure to stay relevant in the eyes of this powerful generation of digital natives. Gen Z’s prolific use of social media is undeniable. As we continue to move forward into a digital future, it’s important that we understand and appreciate how Gen Z is using this technology to shape their lives and our world, especially as they communicate their experiences related to the world of work. #GenerationZ #CareerAdvice #Employers

The candidate pool continues to evolve! Click here to learn more about how you can market to Gen Z talent!

Celebrating my client B today. B came to me because she wanted to know how to endure the obstacles and challenges that kept coming as she delivered a huge campaign. She was in an organisation that was siloed, slow to move and full of conflicting egos, but she felt the campaign was pivotal for her career and would pave the way for future moves. She was worrying that future career opportunities wouldn’t be worth the stress and pain of leading on the campaign, and was wondering if quitting was a viable option. We worked together on learning how to understand the powerful emotions that work challenges can trigger, where they come from and how to reframe them so she could not just endure till the end of the campaign, but thrive. So often we tell ourselves we “should” be able to deal with challenges because everyone else seems to, and B was no different. Now she is experiencing greater empowerment and can move through the challenges without each one grinding her down, and she is challenging those barriers without being labelled as difficult, or a feeling that her future opportunities will be limited. This result happened after she had been grinding through some difficult early months in leading the campaign and gradually feeling worn down, full of self-doubt about her abilities and what it would mean for her career. She became able to reconnect with her way of doing things and realised that instead of trying to keep everyone happy all the time she could truly lead the campaign to fruition. Obstacles that would have had her spinning for days she can now deal with in an afternoon. And it’s not just her experience in work that has improved. Where she used to spend her evenings offloading to her partner about frustrating days, and feeling like she was dragging them both down, now she can switch off from work and enjoy more fulfilment in her life outside work too. My mission is to show more comms professionals how to achieve ease and peace in their fast-paced careers without sacrificing their ambitions and opportunities. Add a 👍 if you think that sounds like a good idea! #publicrelations #corporatecommunications #internalcommunications

I made the wrong decision by hiring you. These were the words of my ex-employer. -I was working with them as an intern in July 23. -I was trying to improve their content -I was giving my 100% -I was working all-day The only problem was my reporting manager wasn't aware of the latest designs and content. They were like “Follow old designs” Trust me the content design was from 2016-18. It was my responsibility to make them understand that the company needs to adapt the change to sustain in the market. But they didn't listen, Things went wrong when my ex-manager said me “I made the wrong decision by hiring you”. That was the day when I resigned and started my own Company (BuzzifyX) Things I learned from this experience: -Never let anyone put you down -Don't try to fit anywhere -You can do 100x better than today -Anger can have positive outcomes -Always take risk Fun fact, I am doing better than their company. Got update from an insider :) Q. What's the rudest words you’ve heard from your manager? Follow Vishal Kahar ⭐️ for more cool and interesting posts. DM me if you want to grow your business online.

A few years ago, I was a less than ideal candidate (on paper): …I didn’t have any true office experience …I had 0 internship experience …I had no clue what I wanted to do in the corporate world …I was an actor for 3 years in New York City I was applying to job after job after job only to get rejected based on my experience or because the company didn’t believe that I would be happy working a traditional 9-5 after my years of acting experience. I found it nearly impossible to cut through the noise and show these companies what I knew to be true: I was an exceptional candidate, I just had an unexceptional resume. And now, as a Recruiter, I see this same story unfolding time and time again. And that’s why I love recruiting so much. I love to give chances to the people who are not perfect candidates on paper. ...the candidates with restaurant and bartending experience on their resume who are looking for an Office Manager role ...the candidates with babysitting and nannying experience looking for an Administrative Assistant role ...the candidates who have creative backgrounds and want to make a career pivot into marketing or sales These candidates are some of my favorite candidates that I’ve ever worked with - and it’s only partially because I was one of them once upon a time. The real reason I love working with these types of candidates is because they are problem solvers, go-getters, and usually virtually fearless. They have a fierce belief in their own abilities and work ethic and are able to learn new skills quickly. They are unafraid to try hard and fail proudly. And, oftentimes, these candidates with atypical backgrounds will work circles around other more “traditional” candidates. So the next time that a candidate with a unique and atypical background comes across your desk, give them a chance. When I got my first full-time job in recruiting, it changed my entire life. And that never would have happened if it wasn’t for someone giving my atypical background a chance. If you're a career transitioner looking for help on your job search, my inbox is open ⭐

It was our strategy director's (Grace Wright) six-year Gorillaversary yesterday. She was the last person to turn down a job offer at Gorilla 76. Grace was a copy intern for us in 2016 (May-November). She quickly excelled in her role, and we had plans to make her a full-time employee as soon as the right position opened. That opportunity presented itself that October, we nonchalantly made an offer (this was sure to be a slam dunk after all) AND...she turned us down. She had another offer in hand and the competing company was MUCH more intentional about talking about their employee experience, benefits, compensation, the works. I remember telling Joe Sullivan the news and he quickly pointed out that our benefits were strong, pay was good and employee experience was top-notch as well. What we realized though? We didn't promote it. D.U.M.B. We're marketers, after all. All we do is promote stuff - but we didn't find it important to promote our own employment experience and we missed out on a great employee because of such. This was a mistake we weren't willing to make again. As disappointing as it was to take a loss on this hire seven years ago, the learnings we gained were transformative. And since, as you all know, we've become MUCH more transparent about all things Gorilla, especially those related to our employment experience. We now publish our handbook, share benefit details, post salary ranges, openly discuss eNPS scores - we share it all. We eventually got Grace back (October 2017), and she's continued to excel in any position she's held, impacting this agency in a multitude of ways. But perhaps the biggest thing she's done here was turning down a job offer in the fall of 2016. #employmentexperience #companyculture #hr

🌐 Stepping into the Shoes of the Chief of Marketing: A Powerful Roleplay Experience! 👩💼✨ Hello LinkedIn fam! 👋 I had an incredible experience two days ago during our 5th-day resume building class on December 16th. We delved into a unique roleplay exercise where I assumed the role of the Chief of Marketing, navigating the world of recruitment from a whole new perspective. 🚀 In this immersive exercise, I had the opportunity to express and emphasize a core value that's deeply embedded in the fabric of our team at [Your Company] – embracing diversity. Regardless of where you come from, your background, race, religion, belief, sexual orientation, or disability, we celebrate and champion the uniqueness that each individual brings to the table. 🌈 As the Chief of Marketing, it was enlightening to put myself in the recruiter's shoes. The focus wasn't just on qualifications and skills; it was about recognizing the power of willingness. We believe that as long as you have the eagerness to work and the determination to move forward, you're a valuable asset to our team. 💼💪 This roleplay task served as a powerful reminder of the impact of diversity and the importance of fostering an inclusive workplace. It's not just a checkbox; it's a commitment to creating an environment where everyone feels seen, heard, and valued. 🌟 I encourage each one of you to embrace opportunities for roleplay or simulations in your professional development journey. Stepping into the recruiter's POV is not just enlightening; it's transformative. It challenges biases, nurtures empathy, and reinforces the essence of a truly diverse and inclusive workspace. Let's continue to learn, grow, and champion diversity together! 🌍💙 #RoleplayExperience #DiversityandInclusion #CareerDevelopment #Recruitment #InclusiveWorkplace #ProfessionalGrowth

Last weekend, a 6-year-old girl smiled at me and said, “I like your style!” I think she has style, so I appreciated the compliment on my outfit, which might be described as “put-together granny.” But it got me thinking about the pros and cons of my look (and outlook) in the workplace. Not everyone appreciates a colorful scarf and sturdy shoes. People look for mirrors, so for some of our clients, my clothes and cultural references build trust. I had to wonder though, when I was interviewing a Gen Z candidate for a job that did not exist when I started working: would they make assumptions about how we run the company based on how I look? If I could read their thought bubble, would it say, “Does this company really pass the vibe check?” or “Is she going to throw shade on my voice as a content manager?” Or maybe it was something more positive—perhaps I reminded them of a favorite mentor or relative. No matter what they thought, this modern, granny business owner will continue to communicate our #CompanyCulture and values. Part of our #CorporateCulture is encouraging every team member to be their authentic selves at work. We promote continual #ProfessionalDevelopment and offer opportunities to take on tasks outside of the job description. Ultimately, this description seemed to resonate with the Gen Z job candidate, so I’m counting it as a win for the week. And, while I love the admiration of a kindergartener, I’m now seeking fashion tips from every generation! If you’re interested in applying to be The Ivy Group, Ltd.'s content manager/copywriter, apply today at https://lnkd.in/e_4jvNdQ. #CrossGenerationalTeam #WorkplaceHarmony #Rewiring #Rewirement

We've got a major hiring dilemma on our hands: Recently, I offered a full-time role to an intern. He turned out to be absolutely fantastic. In my opinion, here's what makes a hire truly outstanding: 👉 Someone who doesn't take offense easily and isn't quick to offend others. 👉 Someone who meticulously documents their work. 👉 Someone who values building real friendships with colleagues. 👉 Someone who isn't afraid to challenge my ideas and offer better ones. 👉 Someone who asks plenty of questions upfront and then needs very few later on. But here's the problem: None of these qualities jump off a resume. Instead, I'm stuck sifting through technical skills, which doesn't tell me much about a candidate's character. Soft skills listed on resumes are often generic and meaningless, like "team player" or "goal-oriented." It's a frustrating waste of time. So, what can we do to improve this process? Let's brainstorm solutions. #talentaquisition #talentsourcing #talentsolutions #recruitmentagency #recruitmentconsultant #ScalentSolutions

What else can you do apart from this role? One sec pause I replied, “What else as in ?” Anything apart from your field? If needed, can you also take HR calls or lead the Sales team? (In my mind: why would even somebody ask this) Okay, it might be part of the interview process..! I replied (with zero interest in sales) “I can help in these domains but since I haven’t worked previously in any of these and I have no clue how these departments work, I won’t be able to give to give better inputs” Oh, we want somebody who can do everything in our company apart from being a social media manager and a content writer. HAINNN??? I mean WHATT?? 🙄 But still, to my satisfaction, I asked “What is the pay you are offering ?” ₹5000 with work timings of 10:00 am - 7:00 pm (WFH) I replied “I am very confident in my role and the opportunity I applied in. I am sure I will do justice in my domains but working in the field where I have no clue won’t benefit anyone.” And here comes that turning line that made me write this post “SO WHY DID YOU APPLY FOR THE WORK” (call declined) Like Seriously??? I applied for the work in my field. Where was handling HR or Sales was written? 🫠 Ps: It's frustrating for me when companies prioritize hiring based on broad responsibilities rather than valuing expertise in specific domains. I believe this approach often leads to inefficiency and waste time for both the company and the individual. Startups and businesses alike must invest in hiring candidates who excel in their respective fields. Hiring individuals who can contribute effectively in their areas of expertise can form a more productive and successful team. I would love to hear your response, so drop down yours in the comment section. ✨ #hiring #company #job #internship #socialmediamanagment #contentwriting #copywriter #hr #sales