The Differences Between X and Y

Normally I despise labels; however, the one chosen to describe my generation seems to fit - Generation X. Us Gen X'ers are the "slackers," the frustrated, cynical underachievers of the 1980’s and 1990’s. Remember the students in any John Hughes film? Yep, that was me, my friends, and my classmates back in High School. We grew up to become the cast of Singles – young, recent college graduates, broke, unable to decide what we wanted to be now that we’re all grown up.

Despite all this and the generally negative image cast upon us by the media, my generation and I somehow managed to become successful in our chosen careers. Some of us (myself included) have even switched careers once or twice, and continued being successful.

You're probably asking yourselves where I'm going with this...

The other day I was talking with a potential candidate - this one, one who was born during the Reagan Administration's first term, during the era known as Generation Y. As I started talking about a position currently available with a client of mine, she stopped me to ask the following questions within the first five minutes of the conversation:

· What accounts and clients will I be working on?
· What’s the salary and benefits package?
· What level in the organization is this position? If it isn’t Senior or Manager, then I’m not interested.
· How soon will I be eligible for promotion?
· Oh, I’m leaving for 3 weeks in Europe in December, so I’m going to need 15 days of paid vacation.
· What other areas can I work with? And, if I can’t pick these areas, I’m just going to pass on this opportunity.

Generation Y? Seems more like Generation WTF to me. I’ve noticed more and more Gen Y’ers who approach their career searches like this – like they are fully within their rights to dictate the terms after *at most* three to five years of “on the job” experience. I have candidates with 15 to 20 years experience who don’t have the chutzpah to do this – and they probably should!

Why does the younger generation think they are entitled to be so picky?

1. They think because their skills are “fresh” and they are more comfortable with the new technologies out there – things they’ve grown up with, like email and cell phones.

2. They don’t see the offsets of demanding rapid promotions and raises. That is, they cannot (or will not) fathom the possibility of ever being downsized. So they don’t understand that, if they get promoted to managing an entire department just a year or two out of school, then are downsized a year later, they really won’t be able to compete with someone who rose steadily up the ranks. Also, raises come with promotions. They can price themselves out of comparable positions and promotions if their current salary is too high by industry standards. They don’t all understand the phrase “overpaid and underqualified.” It’s much better to be “in the middle” of the pack – your odds are incredibly better there.

3. Unlike generations before, Gen Y’ers expect to have fun and balance work to allow for this. Many Gen Y’ers figure that, with all the technological advances, they’re entitled to take time off. All work and no play?! No chance! Unlike generations before them, this younger group doesn’t see unused vacation time as a “badge of honor.”

Look, I’m trying not to generalize too much here. I’m just saying this is something I see professionally on a daily basis. There are too many 22 to 28 year olds who come across my desk for me to not see a correlation.

I usually need to explain, very gently so as to not hurt anyone’s feelings, that you need to be realistic. Potential employees cannot dictate all the terms of employment. They need to understand that they must be flexible and accepting of the potential employers’ policies and needs. And, while the majority of my Generation Y candidates are accepting and adapting, there are a few who hang up on me and never reestablish contact. That’s too bad because they are (for the most part) ideal potential candidates in terms of education and skills, they just don’t understand how Baby Boomers and Gen X’ers manage employees.

While writing this, I started thinking Who is my ideal candidate? I guess it would be someone with the current knowledge of a Generation Y member, the understanding of a Generation X’er, combined with the professional drive of a Baby Boomer. Put them all together in the blender, hit “whirl”, and out comes the ideal “Candidate Smoothie”. lol

Well, I should wrap this up, as I am starting to feel really old. Maybe I should yell at the young whippersnappers to get off my lawn? : P

- Comment welcome.
Mary Stewart McGovern
President
Stewart McGovern Enterprises
http://www.stewartmcgovern.com/

*****Check out Mary's new ebook, I've Graduated from College. Now What? Or, How to Go About Starting Your Career and Not Finding Just Another JOB. Now available for purchase on our website, http://www.stewartmcgovern.com/!

"Why Should I Hire You?" and other questions you should anticipate at your next interview.

These days, it's getting more and more crowded on the interview path. How can you make sure you stand out and are the one the hiring managers remember at the end of the process? Easy, BE PREPARED. Anticipate the type of questions they may ask and work on your answers (both for clarity and content.)

To help you along, here are some of the most frequently asked interview questions (and why they are asked.)

Describe the toughest assignment/part of your current position so far.
This gives the prospective boss an immediate feel for what you perceive as a weakness. This one tells a lot about you and how you overcome professional challenges.

Share a conversation you have had with your supervisor where you were given feedback that was less than positive.
This little gem tells much about your character and how you handle criticism/feedback. This question gets sticky because it forces you to show yourself in an unflattering light. The best way to deflect it is to tell the story and emphasize what you did to improve/overcome.

What will you do if you don’t get this job?
Now is not the time to say something snarky. This question tells the hiring manager how serious you are. If you are prepared and have a solid answer, it shows you’re really thinking this through. If you don’t have a solid answer, you end up looking like this isn’t something you take seriously. Plus, if you mention that you’re interviewing at other places, it tends to light the proverbial fire under their rear ends. My favorite answer is, “I’ll work for your competitor.” If you can sound confident (but not cocky or arrogant), it just bolsters your value to the firm.

Why should I hire you?
This question shows how much you want this position. Your answer tells if this is something about which you are passionate.

Have you ever had to fire someone?
Your response tells how well you work with others, whether you are willing to help subordinates get up to par, and how well you handle tough career decisions.

What are your long-term goals?
This shows your initiative and vision. Best answer? Easy… tell them you want THEIR job. It lets the hiring managers know you’re prepared to work hard and that you value and appreciate what they’ve done to progress their own careers.

What book is currently on your night stand?
This tells a lot about you as a person. Most managers just want to hear that you are reading something, as many equate reading with a thirst for learning. Just be honest about what you’re actually reading. If you say that you’re reading the IRS tax code changes for the upcoming year. You’re more likely to have someone roll their eyes at you for this blatant suck-up than if you were to say that you’re pretty busy and only have time to read whatever magazine came in that day’s mail.

- Comments welcome.

Mary Stewart McGovern

President

Stewart McGovern Enterprises

http://www.stewartmcgovern.com/

*****Check out Mary's new ebook, I've Graduated from College. Now What? Or, How to Go About Starting Your Career and Not Finding Just Another JOB. Now available for purchase on our website, http://www.stewartmcgovern.com/!

ClevelandWomen.com

I have a multi-part article of mine posted on ClevelandWomen.com, on the subject of starting your career when you first out of college.

Be sure to check it out!

http://www.clevelandwomen.com/

- Comment welcome.

Mary Stewart McGovern
President
Stewart McGovern Enterprises
http://www.stewartmcgovern.com/

*****Check out Mary's new ebook, I've Graduated from College. Now What? Or, How to Go About Starting Your Career and Not Finding Just Another JOB. Now available for purchase on our website, http://www.stewartmcgovern.com/!

Check out my revised Stewart McGovern Enteprises website

Folks, I've revised my corporate website, Stewart McGovern Enterprises.

In addition to offering career placement, I've added CAREER COUNSELING/COACHING services.

This is fantastic for those who are not sure if they are in the right career, or if they are feeling stalled where they are now. Between telephone sessions and meeting in person, let me help you make it to the next step! Contact me directly for rates and scheduling availability.

Check it out: www.stewartmcgovern.com

I've, also, added a "buy it now" feature for my NEW eBook, I've Graduated from College. Now What? Or, How to Go About Starting Your Career and Not Finding Just Another JOB.

Thanks!

Mary Stewart McGovern
President
Stewart McGovern Enterprises
www.stewartmcgovern.com
mary@stewartmcgovern.com