Digital Recruitment Trends

I keep getting briefs that say: “We want to target Gen Z.” And honestly? That sentence solves nothing. It’s been 5, maybe 6 years now—we’re still trying to “figure out Gen Z.” Big agencies run reports. We hear the same insights every time: They care about sustainability. They value mental health. They want transparency, purpose, community, individuality. GWI tells us what they search, where they scroll, what platforms they’re active on. And then what do we do with all that? We slap TikTok on the proposal. No matter what the brand is—property, FMCG, university, government...The answer is always: “Let’s do something on TikTok.” Suddenly everyone’s dancing. Young and old. Brand or creator. Why? Because a trending song hit and we can’t resist looking like we “get it.” But here’s the thing: Being on TikTok doesn’t make you relevant. Calling it a “Gen Z campaign” doesn’t mean you’ve solved anything. This post isn’t about Gen Z. It’s about how we use that label as a shortcut. Because it’s easier to bucket people by age than it is to understand behavior. It’s easier to copy the trend than to ask: → Why are we here? → Who are we for? → What are we actually trying to say? Let’s stop cosplaying relevance. Let’s start doing the real work.

69.4% of companies advertise "ghost jobs" that they're not really hiring for. I've been working on a research paper with two fellow behavioural scientists and this is a precis of the final draft: Our new study analysed 16,394 job listings across LinkedIn, Indeed, and company career portals between Q3/Q4 2024 and Q1/Q2 2025. We found that: • 21.7% of all listings were "ghost jobs" (roles left open or re-advertised for 6+ months with no active recruitment) • 41.1% of companies interviewed knowingly posted them as a marketing activity. • 69.4% admitted to doing so at least occasionally. • In large enterprises, 49.3% of advertised roles remained unfilled after six months (2H 2024 to 1H 2025) compared with 91.3% fulfilment pre‑2020. Ghost postings aren’t just harmless marketing. They erode the dignity of job seekers, waste time and emotional energy, and deepen the sense of powerlessness in an already precarious job market. If you feel like you’ve been chasing ghost jobs, you’re not imagining it and you’re not alone.

𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗿 𝗯𝗿𝗮𝗻𝗱𝗶𝗻𝗴 𝗶𝘀 𝗰𝗵𝗮𝗻𝗴𝗶𝗻𝗴. 𝗧𝗮𝗹𝗲𝗻𝘁 𝗻𝗼𝘄 𝗺𝗲𝗲𝘁𝘀 𝘆𝗼𝘂 𝘁𝗵𝗿𝗼𝘂𝗴𝗵 𝗔𝗜 𝗳𝗶𝗿𝘀𝘁. When strong engineers, product leaders, and GCC heads research a company today, they don’t start with the careers page. They start by asking AI: Which companies do meaningful AI work? Which GCCs actually own product decisions? Where do engineers grow into global leaders? Those questions are now answered before a recruiter ever gets involved. That’s why 𝗔𝗘𝗢 and 𝗚𝗘𝗢 matter. 𝗔𝗘𝗢 determines how your company is described in AI-generated answers. 𝗚𝗘𝗢 determines whether you show up at all. If AI consistently associates your company with: support work execution-heavy roles back-office delivery You will still hire. 𝗕𝘂𝘁 𝘆𝗼𝘂 𝘄𝗼𝗻’𝘁 𝗮𝘁𝘁𝗿𝗮𝗰𝘁 𝘁𝗵𝗲 𝗽𝗲𝗼𝗽𝗹𝗲 𝘄𝗵𝗼 𝗿𝗮𝗶𝘀𝗲 𝘁𝗵𝗲 𝗯𝗮𝗿. Here’s the part most leaders miss: 𝗧𝗼𝗽 𝘁𝗮𝗹𝗲𝗻𝘁 𝗳𝗶𝗹𝘁𝗲𝗿𝘀 𝗲𝗮𝗿𝗹𝘆. 𝗤𝘂𝗶𝗲𝘁𝗹𝘆. By the time your team reaches out, the decision is often already made. And retention works the same way. People stay longer when their company is respected externally. When their work is visible beyond internal decks. When their employer’s story travels well without explanation. This isn’t SEO with a new label. 𝗔𝗻𝗱 𝗶𝘁 𝗶𝘀𝗻’𝘁 𝗮 𝗺𝗮𝗿𝗸𝗲𝘁𝗶𝗻𝗴 𝘀𝗶𝗱𝗲 𝗽𝗿𝗼𝗷𝗲𝗰𝘁. 𝗔𝗘𝗢 𝗮𝗻𝗱 𝗚𝗘𝗢 𝘀𝗶𝘁 𝗮𝘁 𝘁𝗵𝗲 𝗶𝗻𝘁𝗲𝗿𝘀𝗲𝗰𝘁𝗶𝗼𝗻 𝗼𝗳: Talent strategy Product ownership Leadership credibility In the AI era, perception is formed upstream, at scale, and without your input. 𝗧𝗵𝗲 𝗿𝗲𝗮𝗹 𝗾𝘂𝗲𝘀𝘁𝗶𝗼𝗻 𝗶𝘀 𝘀𝗶𝗺𝗽𝗹𝗲: 𝗪𝗵𝗮𝘁 𝗱𝗼𝗲𝘀 𝗔𝗜 𝘀��𝘆 𝗮𝗯𝗼𝘂𝘁 𝘆𝗼𝘂 𝘄𝗵𝗲𝗻 𝘆𝗼𝘂’𝗿𝗲 𝗻𝗼𝘁 𝗶𝗻 𝘁𝗵𝗲 𝗿𝗼𝗼𝗺? That answer is already shaping who finds you, who joins you, and who stays. Zinnov Komal Shah Shreya Gune Puja Parekh Amita Goyal Namita Adavi Nitika Goel (She/Her) Shweta Rani (She/Her) Sharmita Roy Vasudha V. Hani Mukhey Kavita Chakravarthy G. Shreya Rao Nairuti Sanghavi Lavina Rodrigues

As we head into 2025, several trends are emerging that will shape the job market in significant ways: 1. Salary Transparency - Candidates are pushing for clarity, and regulations are likely to expand. Expect more job postings with upfront salary ranges, helping candidates and employers set expectations from the start. 2. Demand for Soft Skills & Upskilling - Technical skills have a short shelf life, making adaptability and communication more valuable than ever. Employers are investing in upskilling to help employees grow in their roles, emphasizing soft skills alongside continuous learning. 3. Flexibility in Work Arrangements - Companies are often hesitant to fully commit to remote work due to collaboration concerns, although candidates are still drawn to remote flexibility. LinkedIn reports that while only 10% of jobs are listed as remote, they receive nearly half of all applications. 4. AI’s Expanding Role & AI Literacy - AI will continue to handle routine tasks, creating new tech-focused jobs while making AI literacy valuable across all roles. Candidates who are comfortable with these tools will stand out in 2025. 5. Job Movement & Purpose-Driven Work - Job seekers, especially Millennials and Gen Z, are looking for roles that align with their values and offer work-life balance. The emphasis is shifting toward meaningful work over long-term loyalty. 6. Emphasis on DEI & Mental Health - Diversity, equity, and inclusion (DEI) initiatives are increasingly prioritized by candidates, as is mental health support. Companies that value these aspects are more likely to attract and retain talent. These trends reflect a job market that’s evolving to meet candidates’ expectations for transparency, flexibility, and purpose. Ready to navigate the changes? #JobMarketTrends #2025Hiring #Recruitment

The best companies don’t hire talent—they attract it. Your employer brand is already out there, shaping perceptions. The real question is: Are you actively building it, or is it just happening by default? Is your employer brand intentional, or are you just hoping great talent finds you? Many organizations struggle to attract and retain top talent because their employer brand on LinkedIn is invisible, inconsistent, or uninspiring. Instead of a clear, compelling presence, they: 🚫 Post job openings with no real insight into their culture. 🚫 Showcase products and services but forget to highlight the people behind them. 🚫 Assume that offering a competitive salary is enough to win top talent. But here’s the reality: Employees today choose workplaces that align with their values, purpose, and career aspirations—not just a paycheck. Without a strong employer brand: ❌ Top talent scrolls past your job posts because they see no real reason to apply. ❌ Existing employees feel disconnected, leading to higher turnover. ❌ Your company blends into the noise while competitors position themselves as the employer of choice. If you don’t tell your company’s story, someone else—Glassdoor reviews, former employees, competitors—will do it for you. So, how do you stand out in a crowded job market? Start by defining your employer brand. The best employer brands go beyond job posts. They: 🔹 Share stories of employees growing and thriving in their roles. 🔹 Showcase leaders who mentor, inspire, and drive impact. 🔹 Highlight a culture where people don’t just work—they belong. People don’t just want a job—they want to see what it’s like to work for you before they apply. LinkedIn is a platform where that story gets told. Imagine a hiring strategy where: ✅ Top candidates are already following your company, engaging with your content, and excited about opportunities. ✅ Employees become brand ambassadors, sharing their stories and attracting like-minded talent. ✅ Your company isn’t just filling roles—it’s building a culture people aspire to be part of. That’s what a strong employer brand on LinkedIn does. If your employer brand isn’t actively working for you on LinkedIn, you’re missing out on game-changing talent. #employerbranding #personalbranding P.S. Employer branding isn’t about polished stories—it’s about authenticity. Your brand should align with employee reviews and real experiences because talent values honesty over perfection. Make sure your story is one they can trust.

The September surge is coming, and it's your best chance to get a job. Here are 12 U.S.-based job sites you should start using today to land interviews. 1. ZipRecruiter Link: ziprecruiter.com Think of this as the “easy apply” platform - but smarter. One click gets your resume in front of multiple employers, and the AI actually tries to match you with the right ones. 2. Glassdoor Link: glassdoor.com Not just for reviews. Use it to prep for interviews, check salary ranges, and find roles that align with your values—not just your skills. 3. Handshake Link: joinhandshake.com If you’re a college student or recent grad, this is where recruiters actually post internships and entry-level jobs just for you. It’s tailored to your school and your background. 4. WayUp Link: wayup.com This site is for students and fresh grads who don’t have connections or a big network. WayUp helps you get noticed by companies that are open to early talent. 5. USAJOBS Link: usajobs.gov All U.S. federal government roles are listed here. It’s a bit clunky, but if you want a stable job with benefits, it’s worth learning how to use it. 6. SimplyHired Link: simplyhired.com Aggregates listings from smaller sites and niche boards, so you’ll find roles here that don’t always show up on the bigger platforms. Solid for local and remote jobs. 7. Monster Link: monster.com It’s been around forever, and still works, especially for mid-career folks. Some companies still use Monster as their primary job board. 8. CareerBuilder Link: careerbuilder.com It doesn’t get as much attention as it used to, but it’s still a legit site with solid filters and company research tools built in. Worth a scan weekly. 9. Robert Half Link: roberthalf.com More than a staffing agency, they post real jobs in marketing, admin, tech, and finance. You can apply directly or get matched with a recruiter. 10. The Ladders Link: theladders.com If you're targeting six-figure roles, this site filters out lower-paying jobs. It’s more curated, less noise, more focus if you’re in that salary range. 11. Getwork Link: getwork.com Fast-loading, no-frills job board that pulls verified listings straight from employer websites. Great for no-BS job searching when you’re done with fluff. 12. Dice Link: dice.com If you’re in tech, product, data, or engineering, this site filters by skills and tech stacks in a way most sites don’t. More relevant, less random noise. Want to stand hired in the September Surge? → Pick 2–3 of these platforms that match your industry → Set up alerts → Apply with intention (not panic) → Follow up when you can And most importantly, start now. September will get crowded. P.S. Follow me if you are a job seeker in the U.S. I share real stories, resources, and frameworks to help you land your dream job. 

“Not every job posting on LinkedIn is real. But every fake one looks convincing.” Every week, I talk to professionals who got excited about a “dream opportunity”, only to find out it was a scam. And it’s not just happening to freshers. Even experienced managers and senior leaders fall for these traps. Because today’s job scams don’t look fake anymore. They’re polished, personalized, and painfully believable. Here’s what every job seeker needs to know 👇 ⚠️ 8 Red Flags of Job Scams 1️⃣ Unrealistic Salary Offers If it sounds too good to be true, it is. A 15L package for a 2-year fresher? 🚩 Major red flag. 2️⃣ Grammatical Errors in Job Posts Legit employers review their communication. Scammers copy-paste and move fast. 3️⃣ Vague Job Descriptions If the role sounds generic, unclear, or doesn’t specify deliverables, step back and verify. 4️⃣ Early Requests for Personal Information No genuine recruiter needs your Aadhaar, PAN, or bank details before you’ve even received an offer. 5️⃣ Unusual Interview Methods Telegram, WhatsApp, or “chat-only” interviews are NOT professional hiring channels. 6️⃣ Paying for Jobs or Equipment Real companies don’t ask you to pay for training, security deposits, or joining kits. 7️⃣ No Online Presence Search the company and recruiter on LinkedIn and Google. If you can’t find a trace of them, walk away. 8️⃣ Pressure to Decide Immediately Scammers create urgency. Legit companies give you time to think, discuss, and decide. 💡 Always verify before you celebrate. Before responding to any job offer: ✅ Research the company website ✅ Check the HR’s LinkedIn profile ✅ Ask for an official company domain email (not Gmail/Yahoo) ✅ Talk to someone who already works there 🎯 Remember: Your job search should make you feel empowered , not anxious. If something feels off, trust your instincts. It’s better to lose one fake opportunity than lose your money, data, or peace of mind. 👉 If you’re job hunting and want to learn how to spot fake offers, build credibility, and attract genuine recruiters, connect with me on DM if interested. I’ll share proven visibility strategies to help you build trust and stay safe in your career journey. #JobSearch #JobScams #CareerCoach #PersonalBranding #LinkedInTips #SnehaSharmaTheCoach

It's starting to feel like we think Gen Z is the only generation on the internet. I've read a handful of 2024 In Review & 2025 Predictions pieces this morning, and all seem to almost overindex their reporting on trends that resonate with Gen Z (currently 12-27 years old) without much context for Millennials (28-43 years old) and virtually no mention of Gen X (44-59 year olds). I'm sure data shows that the <27 year old crowd is more actively engaged on social than the >27 crowd, but social media is old enough now that every generation is very present. Millennials are certainly online and active! The reason I mention it—when I see whitepapers and predictions only focused on Gen Z interests, it tends to lead brands to focus solely on the marketing behaviors & brand voice tones that appeal to Gen Z, even when these businesses have colossal millennial consumer bases. And I worry that those brands are going to begin to alienate the people paying their bills in favor of social media engagements from their younger audiences. I'd love to see more reporting on Millennial internet marketing, as well as how to build brand voices that resonate with multiple audiences. We're rapidly reaching a phase of social media where everyone's grown up with social media—you can bet millennials will still be online as we become grandparents.

Honestly if I see another generic old JD disguised as an advert 🤯...I figure if you're going to go to the effort (and spend the money) for advertising roles, then you should do a good job of it! ❌ Stop Copying and Pasting Job Descriptions Urgggh, another laundry list responsibilities that read like the terms and conditions on a website. Or worse, very little information on what you're looking for. No-one wants gets excited reading through 15 bullet points. ✔️ Instead of saying, "You’ll be responsible for managing social media accounts," say, "You’ll play a critical role in shaping the online voice of a brand that reaches millions." Which sounds more appealing? ➡️ You're Selling a Role, Not Just Offering a Job Think of your job posting like a marketing campaign. You’re selling a career opportunity, not just a position to fill. What’s exciting about the job? Why should someone leave their current role to join your team? Highlight the things that matter to real candidates—career growth, innovation, challenges, and culture. Candidates want to know: - What’s in it for them? - How will their work be valued? - What’s your company’s culture like? ✔️Focus on what makes your company and the role unique. Avoid vague statements like "competitive salary" or "great benefits." Be specific—do you offer remote work, flexible hours, or development programs? Are you working on industry-shifting projects? Sell it! ⁉️Are You Offering What People Actually Want? 💲It’s 2024, and people want to know what they’re getting into. If you’re hiding behind ‘salary negotiable’ or refusing to disclose a range, you’re probably losing out on the best people. Be upfront—if you value talent, show it with the offer. 🤸Flexibility and Work-Life Balance: Remote work? Hybrid options? These are no longer ‘nice-to-haves’—they’re often deal-breakers. If you’re stuck on requiring people to be in the office five days a week, you’re narrowing your candidate pool dramatically. Be clear about how you accommodate people’s lives outside of work. 🌷Growth Opportunities: Talented professionals want roles where they can grow, not stagnate. Are you providing opportunities for mentorship, upskilling, or leadership development? Be vocal about these options in your job postings. No one wants to jump ship for ‘just another job.’ They want a challenge, a growth opportunity, and a place where they can make a real impact. Are you offering that? The first person that DM's me their job advert that needs some love, gets it done for free. Go.

Marketing needs to get out of this “Let’s copy what <cool brand> did” mindset. YOU, my dear CMO of a mutual fund, are NOT that brand. And Gen-Z knows the diference. It’s just silly to see brands trying to be funny on social media to be more like Duolingo/Cred/Swiggy whatever. You’re a mutual fund. Why are you trying so hard? Getting a Gen-Z to run your account is great, but forcefully using Gen-Z slang and cultural references is not. I blame CMOs and founders whose briefs start with “kuch cool karte hain” Gen-Z can smell forced content in 0.001 seconds.