Dallas, Texas, entrepreneur Randall Blum guides a consulting company that engages with Fortune 500 corporations in boosting employee productivity and job satisfaction. A particular focus of Randall (Randy) Blum is on millennials, people born between the early 1980s and 2000, as they navigate a competitive job market. One issue often encountered by millennials centers on recruiting technology and AI screening. With many resumes sorted by algorithms before reaching a hiring manager's desk, applicants should populate their resumes with specific keywords and profile elements. This process avoids the common occurrence of overlooking qualified candidates. Another issue is that technology opens the doors for recruiters who do not have the knowledge base for the commission or fee-based services they provide. Ideally, a recruiting partner should have in-depth industry experience or knowledge and a feel for candidates who have the right tools and skills for specific positions. With many millennials approaching their 40s, another challenge is appearing over-qualified for entry-level jobs with growth potential. From this perspective, seeking employment becomes a delicate balance of fitting the criterion of the position without appearing overly demanding when it comes to salary and responsibilities.

1. Challenges for Millennials Navigating the Job Market
Randall Blum

2. Introduction
Dallas, Texas, consultant Randall Blum works with leading companies in areas such as
management training and employee productivity. With a particular focus on millennials,
Randall (Randy) Blum has encouraged career development through workplace
engagement and efficiency projects.

3. A trend identified by the Bureau of Labor Statistics is that millennials, born in the 1980s
and 1990s, tend to stay in their jobs for a relatively short time. The average duration is
2.8 years, compared to 10 years for baby boomers (people born in the mid-1940s to
mid-1960s). A Deloitte survey appears to confirm this, with nearly half of millennial
respondents indicating that they change jobs within two years if possible.

4. One factor contributing to this is that millennials value jobs that enable a work-life
balance. Technologically adept, millennials are more likely to find this balance through
full-time remote work or jobs at companies that offer unlimited paid time off/vacation
policies (allowing employees to take off as much time as they want as long as they
complete their work). Millennials may see positions that do not offer this flexibility as
stepping stones to better jobs. These factors work against long-term job stability.

5. A Payscale survey found that nearly three-quarters of millennials highly value career
advancement opportunities. This suggests that companies that proactively engage and
challenge employees while providing feedback and mentorship have better chances of
motivating and retaining employees. The key is creating work environments that offer
opportunities for millennials to thrive and grow instead of staying rigidly within a
specific range of duties.