I was driving home the other day contemplating a challenge a friend of mine was having in her current organization. She works for a small company of about fifty employees and was hired onto a management team of about eight people. She’s the only millennial on the management team and immediately experienced challenges fitting in with her managerial coworkers. She’s considered leaving multiple times to join organizations with a younger demographic just so she would “fit in” better but has continued to stick it out. The question is… why is she experiencing so many challenges? Is it her fault? Read the Post Managing Millennials: Help me now…
Have you applied for a job your perfect for and never received an opportunity to interview? Did you sit around wondering how you didn’t even meet the criteria for an interview? You’re not alone. However, if you’re the hiring individual, are you missing out on the perfect individual to take your company to the next level? When a hiring manager posts a new position, it’s not uncommon for them to receive hundreds of resumes. Therefore, companies have to figure out ways of weeding out the stack. Through my research and relationships with employers, I have determined three of the most common reasons why qualified applicants never receive an interview. Read the Post Is your job description fogging your ability to hire?
The dynamics of the workforce is one of the most interesting places in today’s society. Corporations are filled with individuals of all types of races, religious beliefs, political standpoints, and personal circumstances. However, each day we put all these people together to accomplish a common in goal. Sure there are challenges, but ultimately successful companies embrace the differences to be successful.
Consider the dynamics of the three generations that control our workforce. The baby boomers on the verge of retirement, generation x who currently controls the majority of executive positions in the business community, and Millennials, a group of individuals completely different from the previous two generations starting to become executives and the majority of today’s workforce. Corporations spend millions trying to develop their workforce to be as productive as possible. If you ask any CEO, Millennials have been challenging with the characteristics of being narcissistic, entitled and the belief that they’re God’s great gift to society. Now marketers are looking at today’s teenager, the next big spending power and researchers are realizing, generation z is much different than Millennials. Read the Post Did Millennials put the weight of the world on the next generation?
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