Millennials And The Job Search

Millennials and the job search: Can different generations co-exist?
Please take a card that represents your generation near the entrance. Not sure which… you get to decide.

Millennials and the job search: Can different generations co-exist?
Sonja Ardoin
Florida State University
Katie Lane
University of North Texas
Ryan O’Connell
Indiana University-Purdue University Indianapolis

Context
Why are we here?
Job Search 2007
Bridge the gap between employees and employers
Constant conversations
Objectives
Environment for honest conversation
Share data and experiences
Create tools for success for both employees and employers
Identify and discuss characteristics of the next generation of professionals
Think critically about the job search
Inform professionals about current values and needs of millennials
Who’s here?
Vets
Boomers
Xers
Millennials
Grads
New Professionals
Seasoned Professionals

Where are we in our lives?
Conventional Wisdom
Proximity to loved ones is important to me.
Do you believe that Millennials are harder to employ?
Do you believe that Millennials are a hard working set of employees?
What was the most important factor in your first job search?
Salary
Proximity to loved ones
Region/City
Professional Development Opportunities
Opportunity for advancement

Data
Most common “other” response: “Job Fit”

Data
Most common “other” response: “Job duties”

Data Snapshot
Comparison of Design vs. Decision factors for Young Professionals
Grad design (projective)
New Professional design (reflective)
New Professional decision (reflective)
What does this tell us about the job searching process and the values of job seekers?
#1 Design Factor: Geographic Region
# 1 Decision Factor: Limited offers

At a Glance
“Generation Next / Millennials may be the ideal
workforce – and ideal citizens – and generally
the kind of kids you would want dating your son
or daughter.”
“There’s a tendency to paint them with the samebrush, saying they’re all selfish, they all got trophies for 7th place. They can be different… It’s all about going out and finding people who are a good job fit, a cultural fit, and a lifestyle fit.”
Zemke, Raines, & Filipczak, 2000. Generations at Work
Rosenberg, Alyssa. www.governmentexecutive.com (2.26.08)

A word of caution…
Generalizations Ahead!

Media viewpoint
CBS News
http://www.cbsnews.com/sections/i_video/main500251.shtml?id=3486473n
Mediated Cultures
Dr. Michael Wesch
Kansas State University
“A Vision of Students Today”
http://mediatedcultures.net/ksudigg/?p=119

Defining Generations
What is a generational persona?
A distinctly human, variable creation embodying
similar attitudes about:
Family life -Culture
Gender roles -Lifestyle
Institutions -the Future
Politics -Religion
Millennials / “Nexters” : 1980/1982 - 2000
Generational determinates vary based on who you ask; however, most say a generation lasts between 17 and 24 years in length and have a four generation cyclical pattern of similar characteristics.
Howe & Strauss, 2000. Millennials Rising: The Next Great Generation.

Defining Generations
Dalton, Jon, The American College Student, Florida State University, 2005

The Employee Side: Millennials
Know Your 7 Distinguishing Traits
(1) Special
(2) Sheltered
(3) Confident
(4) Team-oriented
(5) Achieving
(6) Pressured
(7) Conventional
Coomes & Debard (Editors), 2004. New Directions for Student Services: Serving the Millennial Generation
Howe & Strauss, 2006. Millennials & the Pop Culture
Howe & Strauss, 2000. Millennials Rising: The Next Great Generation

Know What You Value
Rising desire to stay close to family/people important to you
Greater comfort level working in groups
Efficiency
Structure/Feedback
Interest / Relationships
Multi-tasking
Continuous Learning / Acquisition of new skills
Balance
a “Life Plan”
Purposeful, yet fun work
Howe & Strauss, 2006. Millennials & the Pop Culture.

What graduate students and new professionals look/looked for in their 1st position:

Know How to Match Your Traits & Values with a Job:
Think holistically
Ask employers questions that get to the heart of “fit”
Be realistic

The Employer Side:What do previous generations say about Millennials?
Vets
Need to toughen up
They have good manners
Watch too much TV
“Smart little critters”
Boomers
They need more discipline from parents
Can they do my web page for me?
They need too much attention
They’re cute
They can set the time on the VCR!
Xers
Another self-absorbed generation of
spoiled brats
Neo-Boomers
“Older employees will admire their skills, confidence, and team spirit, but will question their creativity and toughness.”

Millennials: The good….
Millennial Core Values:
Optimism
Civic Duty
Confidence
Achievement
Sociability
Morality
Street Smarts
Diversity
Millennials on the Job:
Collaborative
Optimism
Multi-Taskers
Technological Skills
Heroic Spirit
Honest
Hard Working
Smart
Fast learners
They are doers
Focused
“They are very flexible and are used to dealing with diversity. They will adapt to people from different cultures and backgrounds very well because that is how they were raised.”
Twenge, Jean M., 2006. Generation Me

…and the not so good….
Millennial Liabilities:
Need for constant supervision & structure
Inexperience
“Self-Esteem Generation”
Need Balance
Need Praise
High Expectations very quickly
Narcissist
They come first
Critique older people
Success overnight
Too confident
Lack of creativity
Need attention
Sheltered
Laid Back (flip-flops)
“Employers need to get ready for a group of easily hurt children. When they are criticized, they become unfriendly, rude, and uncooperative.”
“…(Millennials) do not have an automatic respect for authority and will feel free to make suggestions if they think it will improve things.”

Employers….be ready!
”60% of employers say that their workplaces suffers from tension among generations”
Conflicts between Xers and Millennials
High expectations (salary, job flexibility, and duties)
“Younger employees expect a lot from their first jobs. They expect to be paid high salaries and to be promoted too soon.”
Hard Workers
Earn their respect
Might need guidance (cleaning up, speaking formally, dealing with older people)
Jobs are temporary – looking for a “calling”
Easily hurt (self-esteem curriculum)
They need balance:
”we want you to have a life”
Best recruiting tools:
Benefits, Retirement Plans, Flexible Schedules, Salary
“When interviewing younger people, the book Generations at Work advises to include the phrase ‘we want you to have a life’ at least three time during the interview.”

Employers: How do you manage Millennials?
Provide Structure
Paint clear pictures for them
Monthly due dates
Define assignments & success factors!
Goals are clear
2. Provide Leadership and Guidance
Establish mentor programs
Spend time teaching and coaching
Give feedback daily
Encourage
Self-Esteem
Grow training departments
4. Teams
Add/Expand size of teams
5. Listen
6. Millennials are ready for challenges and change
Boring is BAD
7. Computer, Cell Phone, Electronic Literacy
Take advantage of their capabilities
8. Millennial Networking
again…teams!
9. Life – Work Balance
Overbooked, but need to have a life
10. Fun, Employee-Centered Workplace
Do not bore them
11. Multi-Tasking
…”Millennials have a high regard for themselves, not just as individuals, but also as a group.”
Heathfield, Susan M, 2007. Managing Millennials: Eleven Tips for Managing Millennials

What others are saying
“It’s one of my jobs to know the generation gap, so I checked out the cover story from a 1997 issue of TIME called, “Great Xpectations.” Here’s a key quote:
‘. . . more and more (Gen Xers) are prowling tirelessly for the better deal, hunting down opportunities that will free them from the career imprisonment that confined their parents. They are flocking to technology start-ups, founding small businesses and even taking up causes–all in their own way.’
It sounds like both Gen X and Gen Y want the same thing! The problem is that Generation X did not get what they asked for, and Generation Y is seemingly being catered to like we are owed something. After reading the TIME piece, I can understand better Gen X’s frustration. But I think it’s time for us all, X and Y, to move forward, together.”
“The latest number one fear in social situations: a party with strangers.
What can account for the rise in fears of communicating with and in front of other individuals? People are increasingly communicating while hiding behind computer screens, through instant communication mediums such as instant messaging and e-mail. We take certain liberties in what we communicate when we are not confronted with the recipients face to face. Adding to the problem is our increasing inability to confront individuals with something they said while using technology to communicate. Tough subjects are easier to deal with when not face to face.”
Goldberg, Matt, Filipczak, 2008. What Does Gen Y Fear Most?
Heely, Ryan, 2008. A Message to Generation X

Questions?
For continuing information: http://higheredryan.org/acpa2008
Sonja Ardoin | Katie Lane | Ryan O’Connell
ACPA Convention 2008

Small Group Discussions
Where do you see generational divides in your workplace?
What Millennial characteristic causes the most discussion amongst your staff?
What do you believe is the most important skill that Millennials bring to the workplace?

Millennials And The Job Search

by higheredryan on Jan 17, 2010

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