Presentation about new professionals in higher education administration/student affairs presented at 2008 ACPA national conference

1. 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.

2. Millennials and the job search: Can different generations co-exist? Sonja Ardoin Florida State University Katie Lane University of North Texas Ryan O’Connell Indiana University-Purdue University Indianapolis

4. Bridge the gap between employees and employers

6. Share data and experiences

7. Create tools for success for both employees and employers

8. Identify and discuss characteristics of the next generation of professionals

9. Think critically about the job search

11. Boomers

12. Xers

13. Millennials

14. Grads

15. New Professionals

17. Do you believe that Millennials are harder to employ?

18. Do you believe that Millennials are a hard working set of employees?

19. What was the most important factor in your first job search?

20. Salary

21. Proximity to loved ones

22. Region/City

23. Professional Development Opportunities

25. Data Most common “other” response: “Job duties”

26. Data Snapshot Comparison of Design vs. Decision factors for Young Professionals Grad design (projective) New Professional design (reflective) New Professional decision (reflective) 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

27. 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 son or daughter.” “There’s a tendency to paint them with the samebrush, 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.” Zemke, Raines, & Filipczak, 2000. Generations at Work Rosenberg, Alyssa. www.governmentexecutive.com (2.26.08)

28. A word of caution… Generalizations Ahead!

29. Media viewpoint CBS News http://www.cbsnews.com/sections/i_video/main500251.shtml?id=3486473n Mediated Cultures Dr. Michael Wesch Kansas State University “A Vision of Students Today” http://mediatedcultures.net/ksudigg/?p=119

30. Defining Generations What is a generational persona? A distinctly human, variable creation embodying similar attitudes about: Family life -Culture Gender roles -Lifestyle Institutions -the Future Politics -Religion Millennials / “Nexters” : 1980/1982 - 2000 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. Howe & Strauss, 2000. Millennials Rising: The Next Great Generation. Zemke, Raines, & Filipczak, 2000. Generations at Work

31. Defining Generations Dalton, Jon, The American College Student, Florida State University, 2005

32. 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 Generation Howe & Strauss, 2006. Millennials & the Pop Culture Howe & Strauss, 2000. Millennials Rising: The Next Great Generation Zemke, Raines, & Filipczak, 2000. Generations at Work

33. 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

34. The Employee Side: Millennials What graduate students and new professionals look/looked for in their 1st position:

35. 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

37. 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 “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.” Twenge, Jean M., 2006. Generation Me Zemke, Raines, & Filipczak, 2000. Generations at Work

39. Inexperience

40. “Self-Esteem Generation”

41. Need Balance

42. Need Praise

43. High Expectations very quickly

44. Narcissist

45. They come first

46. Critique older people

47. Success overnight

48. Too confident

49. Lack of creativity

50. Need attention

51. Sheltered

52. Laid Back (flip-flops)“Employers need to get ready for a group of easily hurt children. When they are criticized, they become unfriendly, rude, and uncooperative.” “…(Millennials) do not have an automatic respect for authority and will feel free to make suggestions if they think it will improve things.” Twenge, Jean M., 2006. Generation Me Zemke, Raines, & Filipczak, 2000. Generations at Work

54. Conflicts between Xers and Millennials

56. Earn their respect

57. Might need guidance (cleaning up, speaking formally, dealing with older people)

58. Jobs are temporary – looking for a “calling”

59. Easily hurt (self-esteem curriculum)

61. Employers: How do you manage Millennials? Provide Structure Paint clear pictures for them Monthly due dates Define assignments & success factors! Goals are clear 2. Provide Leadership and Guidance Establish mentor programs Spend time teaching and coaching Give feedback daily Encourage Self-Esteem Grow training departments 4. Teams Add/Expand size of teams 5. Listen 6. 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 …”Millennials have a high regard for themselves, not just as individuals, but also as a group.” Heathfield, Susan M, 2007. Managing Millennials: Eleven Tips for Managing Millennials Twenge, Jean M., 2006. Generation Me Zemke, Raines, & Filipczak, 2000. Generations at Work

62. What others are saying “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.” Goldberg, Matt, Filipczak, 2008. What Does Gen Y Fear Most? Heely, Ryan, 2008. A Message to Generation X

63. Questions? For continuing information: http://higheredryan.org/acpa2008 Sonja Ardoin | Katie Lane | Ryan O’Connell ACPA Convention 2008

64. Small Group Discussions Where do you see generational divides in your workplace? What Millennial characteristic causes the most discussion amongst your staff? What do you believe is the most important skill that Millennials bring to the workplace?