Comments on: what millennials really want to know

By: Job Searching for Entry-Level Candidates : Medical Sales Recruiter - Tips & Quips

Thu, 18 Dec 2008 16:51:53 +0000

[...] ran an article recently by bestselling author and speaker Lindsey Pollak on What Millennials Really Want to Know, where she lists the 3 most common questions asked by entry-level job seekers, AKA: Generation [...]

By: Tracy Tran

Tracy Tran — Tue, 16 Dec 2008 06:58:44 +0000

I’m a Millennial and I hear recruiters that are older than us are a little hesitant and believe the work ethic of the Gen Y is lacking. I do think the Millennials have more options than before and don’t know what direction they want to go to. I’ve always say someone who is starting up try to get an intern or volunteer for a company that you like and understand the workplace. I also think from other forces, they want to work immediately, get paid, and work on the way up, which depending on their attitude, might rub he wrong way.

Also, on Facebook pages, I don’t disqualified them with the pictures if it’s NSFW territory. I look at the pattern of their profile and if it’s consistent with who they are. Also, I would Google their names if they say anything that doesn’t meet our standards.

By: Hayli @ Rise Smart

Hayli @ Rise Smart — Mon, 15 Dec 2008 14:07:21 +0000

Oops, meant to say “instant and continual” feedback. This tech generation is used to instant results in practically all areas of life, including work!

By: Hayli @ Rise Smart

Hayli @ Rise Smart — Mon, 15 Dec 2008 14:06:00 +0000

You’re absolutely right, Lindsey … well-managed Facebook pages could be considered an asset in job candidates, proof of highly desirable tech know-how. Another thing about at-work Twitter and IM’ing – it feeds Millenials’ craving for constant and continual feedback on job performance.

By: Lindsey Pollak

Lindsey Pollak — Sun, 14 Dec 2008 17:06:56 +0000

@Cassandra, @Dan, @Mark –

Thanks for all of your feedback and additional suggestions and thoughts. It’s quite rare these days to have a discussion that is so positive about Millennials — I hope this is just the beginning of the discussion!

Lindsey

By: Tim Tyrell-Smith

Tim Tyrell-Smith — Sun, 14 Dec 2008 16:51:43 +0000

As a hiring manager, I have struggled to manage the Y’er when relying upon my traditional sensibilities. I could never understand how a Y’er expects consideration for a raise or promotion after 6 months on the job. During the early 90’s (when I grew up @ work) the opportunity for a quick raise was unthinkable. In fact my first company (consumer packaged goods) had minimum years in each role before you would even be considered!

In some ways, this upbringing has hurt my ability to manage and motivate a younger team. I encourage all hiring managers and companies to get educated on this group as their perspectives and social habits will soon overtake many of the traditional mores. If not, you risk a very bad trip to the land of the fuddy duddy’s.

So, I’ve started to re-think my views on Facebook (I now have an active page), on the job IM communication and the world of Twitter. What sounds inappropriate to me might one day soon be the norm for a more overt and personal culture. For those of us managing and looking for new employees in today’s world, we really have to adjust!

Enjoy your writing, Lindsey . . .

By: Mark McClure

Mark McClure — Sat, 13 Dec 2008 01:51:19 +0000

@Dan Erwin re: your last paragraph. I see lots of opportunities for applying “manager as coach” skills and how/when to use “coaching moments” as part of an effective leader’s repertoire. Command-and-control it is not!

By: Dan Erwin

Dan Erwin — Fri, 12 Dec 2008 21:23:57 +0000

Lindsey: Sounds to me like you’ve got Millennial recruiting issues down. Over the past three years, I’ve had an opportunity to coach Millenials (a freebie that I took on while working on a major project). I simply wanted to understand their world, and they really wanted to work with me…(Usually firms only pay for my services at VP level). What your recruiting indicates is the same as my coaching indicated. What Millennials want to know is how to “work the system.” They don’t ask the question that way, but what they’re after are the hidden “rules” by which an organization works. So, it’s questions like, “can I ask that? How do you do this? How do you say this? How come the boss doesn’t pay attention to my contribution? What will it take to get more opportunities? Why should I build a network? Should I take on a very risky project?” And etc. When we listen to the questions behind their questions, there’s a lot of clarity there.

I have a 25 year old protege at a financial services company who feeds me the stuff I miss, edits my writing, and asks questions hours on end. I think the Millennials are wonderful.

What gets them into trouble is one issue: many of them have had a lot of caring parenting with a lot of direction. And as a result they want feedback and direction–far more than other generations. If managers understand that, and give a little, the result if fabulous!

By: Cassandra

Cassandra — Fri, 12 Dec 2008 20:20:06 +0000

Thanks for writing this straight-forward post! I definitely agree with most of what you said.

I’ll add one thing: I think Gen Y has been taught to follow instructions very well. Or, at least, that following instructions well is some kind of indication of our success as a potential employee.

I’ve attended seminars with panels made up of people who hire for various companies and, in my experience, each person has their own quirks when it comes to what they like to see during the hiring process. Some like follow-up phone calls or e-mails, some hate them. Some think a certain number of work examples is acceptable while others want to see a lot more/less.

Employers would do themselves, and the people they’re trying to hire, a great service by being as specific as possible about these issues in the job description.

I’m still not convinced that Gen Y lacks professional etiquette or feels entitled to jobs, but I do know that Gen Y would alienate employers less and employers would alienate Gen Y less if there was more communication between us.

By: Lindsey Pollak

Lindsey Pollak — Fri, 12 Dec 2008 18:38:50 +0000

Thanks for the comment, Greg. We hear a lot of talk about talk about Gen Y, but very few organizations have changed their practices to address the different way this generation operates. It will be interesting to see how recruiting evolves over the years, especially with the economic challenges.