If you’re born after 1980 you’re part of Gen Y — also known as Millennials, the Internet Generation or Nexters. You’re the first generation of employees to be born and raised in a ‘wired’ world. While others came to the global network later in life and had to figure it out, many of you learned it like you would a first language.
Employers in the GTA know that today’s youngest group of employees have a lot to offer. After all, Mark Zuckerberg is only 26 and his company, Facebook, is worth anywhere from $50 billion to more than $80 billion, according to recent media estimates. And Forbes magazine recently noted that Andrew Mason, 29, reportedly turned down a $6 billion offer from Google for the deal-of-the-day website company he runs called Groupon.
No one scoffs at young candidates. But interviewers at all companies in the GTA want to make sure these candidates can work well with people from different generations.
The workplace is a mish-mash of Traditionalists (also known as Greatest Generation) who were born before 1945, baby boomers who were born between 1945 and 1964, and Gen Xers, who were born between 1965 and 1980, as well as Gen Yers.
Every generation has its own values, beliefs and reputation. According to a US survey reported in the Wall Street Journal, 85% of hiring managers and human-resource executives said they feel that Gen Y has a stronger sense of entitlement than older workers. And 56% of respondents say they believe the younger employees will be demanding a promotion within a year.
If you’re looking for a full-time position, contract work, or temporary placement in the GTA, you don’t want interviewers to worry that you’ll be a workplace diva. Recruiters of The Bagg Group offer these four tips for making sure that doesn’t happen.
There’s a difference between knowing a lot and being a know-it-all. You have a lot to share, and a deep-rooted understanding of the global network. But before you talk, listen. You want to show that you recognize other people have valid opinions, expertise, and points-of-view based on experience and knowledge of their company.
Speak in suggestions, not shoulds: Your suggestions are always welcome, share your ideas with enthusiasm, but don’t tell those who interview you what they ‘should be’ doing. For one thing, you don’t have all the facts yet to be credible. For another, you’ll come off as arrogant. And hiring managers know that arrogance isn’t a good quality for a team member.
Talk commitment, not career surfing: Many studies indicate today’s college and university graduates may have as many as 10 jobs in the first 10 years of their career, as they jump from one to another in the quest for personal satisfaction.
Yet recruiters at The Bagg Group, who are experts in helping people find the best jobs, know that career surfing hurts career advancement. Also, it’s more satisfying to learn and grow in a job. And that’s how you get promotions. Let interviewers know that you are eager to commit to their organization.
Consider the experience, not the title: In an era where many young people say they want instant fame and fortune, it’s tempting to want to hold out for an awesome job title that impresses. Don’t. The fast-track to success is through experience and the chance to develop skills.
Give the generations ahead of you their due. Think of it this way: you have Gen Z coming up fast behind you. And it’s said that Gen Z will be quicker at processing information than any other generation before them. As a Gen Y, you’ll want the Gen Z who join your team one day to respect the expertise you’ll have acquired between now and then. Right now, others want the same of you.