Millennials and the job search: Can different generations co-exist?<br />Please take a card that represents your generatio...
Millennials and the job search: Can different generations co-exist?<br />Sonja Ardoin<br />Florida State University<br />K...
Context<br />Why are we here?<br /><ul><li>Job Search 2007
Bridge the gap between employees and employers
Constant conversations</li></ul>Objectives<br /><ul><li>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</li></ul>Who’s here?<br /><ul><li>Vets
Boomers
Xers
Millennials
Grads
New Professionals
Seasoned Professionals</li></li></ul><li>Where are we in our lives?<br />Conventional Wisdom<br /><ul><li>Proximity to lov...
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</li></li></ul><li>Data<br />Most common “other” response: “Job Fit”<br />
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Millennials And The Job Search - ACPA 2008

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Presentation about new professionals in higher education administration/student affairs presented at 2008 ACPA national conference

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Millennials And The Job Search - ACPA 2008

  1. 1. Millennials and the job search: Can different generations co-exist?<br />Please take a card that represents your generation near the entrance. Not sure which… you get to decide.<br />
  2. 2. Millennials and the job search: Can different generations co-exist?<br />Sonja Ardoin<br />Florida State University<br />Katie Lane<br />University of North Texas<br />Ryan O’Connell<br />Indiana University-Purdue University Indianapolis<br />
  3. 3. Context<br />Why are we here?<br /><ul><li>Job Search 2007
  4. 4. Bridge the gap between employees and employers
  5. 5. Constant conversations</li></ul>Objectives<br /><ul><li>Environment for honest conversation
  6. 6. Share data and experiences
  7. 7. Create tools for success for both employees and employers
  8. 8. Identify and discuss characteristics of the next generation of professionals
  9. 9. Think critically about the job search
  10. 10. Inform professionals about current values and needs of millennials</li></ul>Who’s here?<br /><ul><li>Vets
  11. 11. Boomers
  12. 12. Xers
  13. 13. Millennials
  14. 14. Grads
  15. 15. New Professionals
  16. 16. Seasoned Professionals</li></li></ul><li>Where are we in our lives?<br />Conventional Wisdom<br /><ul><li>Proximity to loved ones is important to me.
  17. 17. Do you believe that Millennials are harder to employ?
  18. 18. Do you believe that Millennials are a hard working set of employees?
  19. 19. What was the most important factor in your first job search?
  20. 20. Salary
  21. 21. Proximity to loved ones
  22. 22. Region/City
  23. 23. Professional Development Opportunities
  24. 24. Opportunity for advancement</li></li></ul><li>Data<br />Most common “other” response: “Job Fit”<br />
  25. 25. Data<br />Most common “other” response: “Job duties”<br />
  26. 26. Data Snapshot<br />Comparison of Design vs. Decision factors for Young Professionals<br />Grad design (projective)<br />New Professional design (reflective)<br />New Professional decision (reflective)<br />What does this tell us about the job searching process and the values of job seekers? <br />#1 Design Factor: Geographic Region<br /># 1 Decision Factor: Limited offers<br />
  27. 27. At a Glance<br />“Generation Next / Millennials may be the ideal <br />workforce – and ideal citizens – and generally <br />the kind of kids you would want dating your son<br />or daughter.”<br />“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.”<br />Zemke, Raines, & Filipczak, 2000. Generations at Work<br />Rosenberg, Alyssa. www.governmentexecutive.com (2.26.08)<br />
  28. 28. A word of caution…<br />Generalizations Ahead!<br />
  29. 29. Media viewpoint<br />CBS News<br />http://www.cbsnews.com/sections/i_video/main500251.shtml?id=3486473n<br />Mediated Cultures<br />Dr. Michael Wesch<br />Kansas State University<br />“A Vision of Students Today”<br />http://mediatedcultures.net/ksudigg/?p=119<br />
  30. 30. Defining Generations<br />What is a generational persona?<br />A distinctly human, variable creation embodying<br />similar attitudes about:<br />Family life -Culture<br />Gender roles -Lifestyle<br />Institutions -the Future<br />Politics -Religion<br />Millennials / “Nexters” : 1980/1982 - 2000<br />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.<br />Howe & Strauss, 2000. Millennials Rising: The Next Great Generation.<br />Zemke, Raines, & Filipczak, 2000. Generations at Work<br />
  31. 31. Defining Generations<br />Dalton, Jon, The American College Student, Florida State University, 2005<br />
  32. 32. The Employee Side: Millennials<br />Know Your 7 Distinguishing Traits <br />(1) Special<br />(2) Sheltered<br />(3) Confident<br />(4) Team-oriented<br />(5) Achieving <br />(6) Pressured<br />(7) Conventional<br />Coomes & Debard (Editors), 2004. New Directions for Student Services: Serving the Millennial Generation<br />Howe & Strauss, 2006. Millennials & the Pop Culture<br />Howe & Strauss, 2000. Millennials Rising: The Next Great Generation<br />Zemke, Raines, & Filipczak, 2000. Generations at Work<br />
  33. 33. The Employee Side: Millennials<br />Know What You Value<br />Rising desire to stay close to family/people important to you<br />Greater comfort level working in groups<br />Efficiency<br />Structure/Feedback<br />Interest / Relationships<br />Multi-tasking<br />Continuous Learning / Acquisition of new skills<br />Balance<br />a “Life Plan”<br />Purposeful, yet fun work<br />Howe & Strauss, 2006. Millennials & the Pop Culture.<br />Howe & Strauss, 2000. Millennials Rising: The Next Great Generation.<br />Zemke, Raines, & Filipczak, 2000. Generations at Work<br />
  34. 34. The Employee Side: Millennials<br />What graduate students and new professionals look/looked for in their 1st position:<br />
  35. 35. The Employee Side: Millennials<br />Know How to Match Your Traits & Values with a Job:<br />Think holistically <br />Ask employers questions that get to the heart of “fit”<br />Be realistic<br />Howe & Strauss, 2000. Millennials Rising: The Next Great Generation.<br />Zemke, Raines, & Filipczak, 2000. Generations at Work<br />
  36. 36. The Employer Side:What do previous generations say about Millennials?<br />Vets<br />Need to toughen up<br />They have good manners<br />Watch too much TV<br />“Smart little critters”<br />Boomers<br />They need more discipline from parents<br />Can they do my web page for me?<br />They need too much attention<br />They’re cute<br />They can set the time on the VCR!<br />Xers<br /><ul><li> Another self-absorbed generation of </li></ul> spoiled brats<br /><ul><li> Neo-Boomers</li></ul>“Older employees will admire their skills, confidence, and team spirit, but will question their creativity and toughness.”<br />Zemke, Raines, & Filipczak, 2000. Generations at Work<br />
  37. 37. Millennials: The good….<br />Millennial Core Values:<br />Optimism<br />Civic Duty<br />Confidence<br />Achievement<br />Sociability<br />Morality<br />Street Smarts<br />Diversity<br />Millennials on the Job:<br />Collaborative<br />Optimism<br />Multi-Taskers<br />Technological Skills<br />Heroic Spirit<br />Honest<br />Hard Working<br />Smart<br />Fast learners<br />They are doers<br />Focused<br />“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.”<br />Twenge, Jean M., 2006. Generation Me<br />Zemke, Raines, & Filipczak, 2000. Generations at Work<br />
  38. 38. …and the not so good….<br />Millennial Liabilities:<br /><ul><li>Need for constant supervision & structure
  39. 39. Inexperience
  40. 40. “Self-Esteem Generation”
  41. 41. Need Balance
  42. 42. Need Praise
  43. 43. High Expectations very quickly
  44. 44. Narcissist
  45. 45. They come first
  46. 46. Critique older people
  47. 47. Success overnight
  48. 48. Too confident
  49. 49. Lack of creativity
  50. 50. Need attention
  51. 51. Sheltered
  52. 52. Laid Back (flip-flops)</li></ul>“Employers need to get ready for a group of easily hurt children. When they are criticized, they become unfriendly, rude, and uncooperative.”<br />“…(Millennials) do not have an automatic respect for authority and will feel free to make suggestions if they think it will improve things.”<br />Twenge, Jean M., 2006. Generation Me<br />Zemke, Raines, & Filipczak, 2000. Generations at Work<br />
  53. 53. Employers….be ready!<br /><ul><li>”60% of employers say that their workplaces suffers from tension among generations”
  54. 54. Conflicts between Xers and Millennials
  55. 55. High expectations (salary, job flexibility, and duties)</li></ul>“Younger employees expect a lot from their first jobs. They expect to be paid high salaries and to be promoted too soon.”<br /><ul><li>Hard Workers
  56. 56. Earn their respect
  57. 57. Might need guidance (cleaning up, speaking formally, dealing with older people)
  58. 58. Jobs are temporary – looking for a “calling”
  59. 59. Easily hurt (self-esteem curriculum)
  60. 60. They need balance:</li></ul>”we want you to have a life”<br /><ul><li>Best recruiting tools:</li></ul>Benefits, Retirement Plans, Flexible Schedules, Salary<br /> “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.”<br />Twenge, Jean M., 2006. Generation Me<br />Zemke, Raines, & Filipczak, 2000. Generations at Work<br />
  61. 61. Employers: How do you manage Millennials?<br />Provide Structure<br />Paint clear pictures for them<br />Monthly due dates<br />Define assignments & success factors!<br />Goals are clear<br />2. Provide Leadership and Guidance<br />Establish mentor programs<br />Spend time teaching and coaching<br />Give feedback daily<br />Encourage <br />Self-Esteem<br /> Grow training departments<br />4. Teams<br />Add/Expand size of teams<br />5. Listen<br />6. Millennials are ready for challenges and change<br /> Boring is BAD<br />7. Computer, Cell Phone, Electronic Literacy<br /> Take advantage of their capabilities<br />8. Millennial Networking<br /> again…teams!<br />9. Life – Work Balance<br /> Overbooked, but need to have a life<br />10. Fun, Employee-Centered Workplace<br /> Do not bore them<br />11. Multi-Tasking<br />…”Millennials have a high regard for themselves, not just as individuals, but also as a group.”<br />Heathfield, Susan M, 2007. Managing Millennials: Eleven Tips for Managing Millennials<br />Twenge, Jean M., 2006. Generation Me<br />Zemke, Raines, & Filipczak, 2000. Generations at Work<br />
  62. 62. What others are saying<br /> “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:<br /> ‘. . . 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.’ <br /> 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.”<br /> “The latest number one fear in social situations: a party with strangers.<br /> 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.”<br />Goldberg, Matt, Filipczak, 2008. What Does Gen Y Fear Most?<br />Heely, Ryan, 2008. A Message to Generation X<br />
  63. 63. Questions?<br />For continuing information: http://higheredryan.org/acpa2008 <br />Sonja Ardoin | Katie Lane | Ryan O’Connell<br />ACPA Convention 2008<br />
  64. 64. Small Group Discussions<br />Where do you see generational divides in your workplace?<br />What Millennial characteristic causes the most discussion amongst your staff?<br />What do you believe is the most important skill that Millennials bring to the workplace? <br />
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