This document discusses qualities to look for in Millennial job candidates. It identifies willingness to teach themselves, examples of past initiative, strong presentation skills, and appropriate social media presence as important factors. For willingness to teach themselves and initiative, it recommends examining a candidate's education, problem-solving experience, extracurricular activities, and level of personal initiative. It also stresses the importance of how candidates present themselves in interviews and any insights that can be gained from respectfully reviewing their social media profiles.

1. TOP QUALITIES TO LOOK FOR IN
MILLENNIAL JOB CANDIDATES
Tips, suggestions, and inspiration from GennGlobal

3. INTRODUCTION
 Millennials - those who are born in the 1980s and
1990s - are an interesting enigma for hiring
managers.
 On one hand, Millennials are digital natives and
often possess instinctive digital technology skills,
making them attractive for many positions.
However, they don’t have as long of a job history as
older, more experienced candidates.
 So how do you make hiring decisions involving
these Millennials?
 Next, we will discuss how to ascertain useful
information about Millennial job candidates with
brief professional histories.

5. WILLINGNESS TO TEACH THEMSELVES
 One attribute to look for in any job candidate is an
aptitude for professional development. To
determine if a candidate has this ability, you can
examine past experiences where they were
encouraged to teach themselves.
 To do this, pay close attention to a candidate’s
educational experiences, problem-solving methods,
and extracurricular activities.
 A history of academic success or a great deal of
involvement with extracurricular activities are
indicators of a desire to teach oneself.

6. PAST EXAMPLES OF INITIATIVE
 Taking initiative is important in the workplace
because it shows a willingness to work
independently, as well as take on more tasks and
responsibilities.
 Initiative can be effectively measured, or projected,
using the same methods described in the last slide.
 Even if a Millennial job candidate lacks years of
experience, an impressive level of personal
initiative can help compensate in this area.

8. PRESENTATION
 How a job candidate presents themself can tell you
more information about that person than you might
think.
 You can use the “eyeball test” to receive a more
accurate insight into how they want to be perceived
by others, as well as their commitment to
professionalism.
 This process is important when putting together a
profile on a prospective job candidate, which can
greatly impact hiring decisions.

10. SOCIAL MEDIA PRESENCE
 Monitoring your candidate’s social media presence
can tell you a lot about what they do in their spare
time and what they are comfortable sharing with the
world.
 While Millennials might not have a lengthy job
history, they almost certain will have a social media
presence, which you can examine to find answers
to these questions.
 Additionally, if social media usage is required for
the position in question, the information received is
even more valuable.