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.

Millennials and the job search: Can different generations co-exist?

Sonja ArdoinFlorida State University

Katie LaneUniversity of North Texas

Ryan O’ConnellIndiana University-Purdue University Indianapolis

Context

Why are we here?• Job Search 2007• Bridge the gap between

employees and employers• Constant conversations

Objectives• 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

Who’s here?• Vets• Boomers• Xers• Millennials• Grads• New Professionals• Seasoned Professionals

Where are we in our lives?

Conventional Wisdom

• Proximity to loved ones is important to me.• 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

Data

Ins. SizeIns. Type

Ins. ReputationGeographic RegionProximity to Family

Proximity to FriendsProximity to Significant Other

Proximity to Spiritual or Religious ResourcesBase Salary

BenefitsProfessional Development

Continuing Education OptionsDiversity of Student Population

Population Size of Surrounding AreaPopulation Diversity of Surrounding Area

Flexible SchedulingPreference for Previously Attended Institution

Other

0.00 5.00 10.00 15.00 20.00 25.00

3.0911.73

4.9419.14

7.413.09

16.670.00

4.941.85

6.793.09

1.231.23

0.000.00

2.4712.35

What do you believe will be the single most important factor in the design of your first job search?

162 Graduate Student Responses

Percentage

Most common “other” response: “Job Fit”

Ins. SizeIns. Type

Ins. ReputationGeographic RegionProximity to Family

Proximity to FriendsProximity to Significant Other

Proximity to Spiritual or Religious ResourcesBase Salary

BenefitsProfessional Development

Continuing Education OptionsDiversity of Student Population

Population Size of Surrounding AreaPopulation Diversity of Surrounding Area

Flexible SchedulingPreference for Previously Attended Institution

Limited Offers0ther

0 5 10 15 20 25 30

2.340.58

4.6810.53

8.191.75

5.261.75

15.201.17

8.771.171.171.17

0.581.17

4.685.85

23.98

What was the single most important factor in the decision to accept your first position?

171 New Professional responses

Percentage

Data

Most common “other” response: “Job duties”

New Professional decision (reflective)New Professional design (reflective)Grad design (projective)

Data Snapshot

Comparison of Design vs. Decision factors for Young Professionals

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

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 sonor daughter.”

Zemke, Raines, & Filipczak, 2000. Generations at WorkRosenberg, Alyssa. www.governmentexecutive.com (2.26.08)

“There’s a tendency to paint them with the same brush, 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.”

A word of caution…

Generalizations Ahead!

Media viewpoint

CBS Newshttp://www.cbsnews.com/

sections/i_video/main500251.shtml?id=3486473n

Mediated CulturesDr. Michael WeschKansas State University“A Vision of Students Today”http://mediatedcultures.net/

ksudigg/?p=119

Defining Generations

What is a generational persona?

A distinctly human, variable creation embodyingsimilar attitudes about:

– Family life -Culture– Gender roles -Lifestyle– Institutions -the Future– Politics -Religion

Millennials / “Nexters” : 1980/1982 - 2000

Howe & Strauss, 2000. Millennials Rising: The Next Great Generation.Zemke, Raines, & Filipczak, 2000. Generations at Work

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.

Defining Generations

Dalton, Jon, The American College Student, Florida State University, 2005

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 GenerationHowe & Strauss, 2006. Millennials & the Pop CultureHowe & Strauss, 2000. Millennials Rising: The Next Great GenerationZemke, Raines, & Filipczak, 2000. Generations at Work

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

The Employee Side: Millennials

What graduate students and new professionals look/looked for in their 1st position:

Ins. SizeIns. Type

Ins. ReputationGeographic Region

Proximity to FamilyProximity to Friends

Proximity to Significant OtherProximity to Spiritual or Religious Resources

Base SalaryBenefits

Professional DevelopmentContinuing Education Options

Diversity of Student PopulationPopulation Size of Surrounding Area

Population Diversity of Surrounding AreaFlexible Scheduling

Preference for Previously Attended Institution

1 2 3 4 5

3.363.67

3.554.24

3.353.113.17

2.213.78

3.893.88

3.643.35

3.43.15

3.262.36

How important are/were the following factors in the design of your first job search?

360 respondents

Average Likert Response

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

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!

Zemke, Raines, & Filipczak, 2000. Generations at Work

“Older employees will admire their skills, confidence, and team spirit, but will question their creativity and toughness.”

Xers• Another self-absorbed generation of spoiled brats• Neo-Boomers

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

Twenge, Jean M., 2006. Generation MeZemke, Raines, & Filipczak, 2000. Generations at Work

“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.”

…and the not so good….

Millennial Liabilities:• Need for constant supervision & structure• Inexperience• “Self-Esteem Generation”• Need Balance• Need Praise• High Expectations very quickly• Narcissist• They come first• Critique older people• Success overnight• Too confident• Lack of creativity• Need attention• Sheltered• Laid Back (flip-flops)

Twenge, Jean M., 2006. Generation MeZemke, Raines, & Filipczak, 2000. Generations at Work

“…(Millennials) do not have an automatic respect for authority and will feel free to make suggestions if they think it will improve things.”

“Employers need to get ready for a group of easily hurt children. When they are criticized, they become unfriendly, rude, and uncooperative.”

Employers….be ready!

• ”60% of employers say that their workplaces suffers from tension among generations”

• Conflicts between Xers and Millennials• 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• Earn their respect• Might need guidance (cleaning up, speaking formally, dealing with older people)• Jobs are temporary – looking for a “calling”• Easily hurt (self-esteem curriculum) • They need balance:

”we want you to have a life”• Best recruiting tools:

Benefits, Retirement Plans, Flexible Schedules, Salary

Twenge, Jean M., 2006. Generation MeZemke, Raines, & Filipczak, 2000. Generations at Work

“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.”

Employers: How do you manage Millennials?

1. Provide StructurePaint clear pictures for themMonthly due datesDefine assignments & success factors!Goals are clear

2. Provide Leadership and GuidanceEstablish mentor programsSpend time teaching and coachingGive feedback daily

3. Encourage Self-EsteemGrow training departments

4. TeamsAdd/Expand size of teams

5. Listen6. 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

Heathfield, Susan M, 2007. Managing Millennials: Eleven Tips for Managing MillennialsTwenge, Jean M., 2006. Generation MeZemke, Raines, & Filipczak, 2000. Generations at Work

…”Millennials have a high regard for themselves, not just as individuals, but also as a group.”

What others are saying

Goldberg, Matt, Filipczak, 2008. What Does Gen Y Fear Most?Heely, Ryan, 2008. A Message to Generation X

“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.”

Questions?

Sonja Ardoin | Katie Lane | Ryan O’ConnellACPA Convention 2008

For continuing information: http://higheredryan.org/acpa2008

Small Group Discussions

1. Where do you see generational divides in your workplace?

2. What Millennial characteristic causes the most discussion amongst your staff?

3. What do you believe is the most important skill that Millennials bring to the workplace?