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Millennials And The Job Search

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

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

Published in: Education, Career, Business

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  • 1. 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.
  • 2. 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
  • 3. Context
    Why are we here?
    • Job Search 2007
    • 4. Bridge the gap between employees and employers
    • 5. Constant conversations
    Objectives
    • Environment for honest conversation
    • 6. Share data and experiences
    • 7. Create tools for success for both employees and employers
    • 8. Identify and discuss characteristics of the next generation of professionals
    • 9. Think critically about the job search
    • 10. Inform professionals about current values and needs of millennials
    Who’s here?
  • Where are we in our lives?
    Conventional Wisdom
    • Proximity to loved ones is important to me.
    • 17. Do you believe that Millennials are harder to employ?
    • 18. Do you believe that Millennials are a hard working set of employees?
    • 19. What was the most important factor in your first job search?
    • 20. Salary
    • 21. Proximity to loved ones
    • 22. Region/City
    • 23. Professional Development Opportunities
    • 24. Opportunity for advancement
  • Data
    Most common “other” response: “Job Fit”
  • 25. Data
    Most common “other” response: “Job duties”
  • 26. 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
  • 27. 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)
  • 28. A word of caution…
    Generalizations Ahead!
  • 29. 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
  • 30. 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.
    Zemke, Raines, & Filipczak, 2000. Generations at Work
  • 31. Defining Generations
    Dalton, Jon, The American College Student, Florida State University, 2005
  • 32. 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
    Zemke, Raines, & Filipczak, 2000. Generations at Work
  • 33. The Employee Side: Millennials
    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.
    Howe & Strauss, 2000. Millennials Rising: The Next Great Generation.
    Zemke, Raines, & Filipczak, 2000. Generations at Work
  • 34. The Employee Side: Millennials
    What graduate students and new professionals look/looked for in their 1st position:
  • 35. The Employee Side: Millennials
    Know How to Match Your Traits & Values with a Job:
    Think holistically
    Ask employers questions that get to the heart of “fit”
    Be realistic
    Howe & Strauss, 2000. Millennials Rising: The Next Great Generation.
    Zemke, Raines, & Filipczak, 2000. Generations at Work
  • 36. 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.”
    Zemke, Raines, & Filipczak, 2000. Generations at Work
  • 37. 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
    Zemke, Raines, & Filipczak, 2000. Generations at Work
  • 38. …and the not so good….
    Millennial Liabilities:
    “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.”
    Twenge, Jean M., 2006. Generation Me
    Zemke, Raines, & Filipczak, 2000. Generations at Work
  • 53. Employers….be ready!
    • ”60% of employers say that their workplaces suffers from tension among generations”
    • 54. Conflicts between Xers and Millennials
    • 55. 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
    • 56. Earn their respect
    • 57. Might need guidance (cleaning up, speaking formally, dealing with older people)
    • 58. Jobs are temporary – looking for a “calling”
    • 59. Easily hurt (self-esteem curriculum)
    • 60. 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.”
    Twenge, Jean M., 2006. Generation Me
    Zemke, Raines, & Filipczak, 2000. Generations at Work
  • 61. 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
    Twenge, Jean M., 2006. Generation Me
    Zemke, Raines, & Filipczak, 2000. Generations at Work
  • 62. 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
  • 63. Questions?
    For continuing information: http://higheredryan.org/acpa2008
    Sonja Ardoin | Katie Lane | Ryan O’Connell
    ACPA Convention 2008
  • 64. 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?