Business owners and today’s business leaders fear the worse, “who will lead my organization in ten or twenty years?” It can’t be these lazy workforce millennials we’re getting today.” Its true millennials are different. During the interview, they immediately ask about vacation time, flex time, and their desire to climb the corporate ladder in a week. Millennials are eager, demanding and have high expectations from their employer. However, just as they have high expectations about you, doesn’t mean you can’t have high expectations for them.
Weeding out the bad weeds of hiring young or future leaders can be a challenge. What do you look for when considering top-notch talent? Below, are five things to look for when hiring your next millennial leader.
Step 1: Over-Embellished Resume
Millennials are experts at embellishing their experience. By the time they’re thirty, they’ve all owned businesses, held a director/manager title, and are experts at social media. While experience is important, find out what their real skillsets are. Ask questions related to past projects. I once had an interviewer asks me about the largest project I’ve ever managed. She asked me about my role in the project, what was considered large in terms of revenue, how many people were on the team and the list went on. Dive in deeper into the experience of the candidate. If they’re like me, they may list all their skills and expertise including management skills, software skills, and knowledge. Ask them direct questions regarding their knowledge. For example, “You say you’re in expert in operations management. Give me an example of how you managed the operations of a business and how it relates to all key components of operations (budget, human resources, management of employees…)? Read the Post Hiring Millennial Leaders