…and a follow up to Keith’s mention of spokeo.com, another site to take a look at is placeyourname.com where one can craft a more professional Googling of thier name…

Consider this if you will: imagine where you give me your name or address or telephone or email, and in a few minutes I’m able to find out all sorts of things about you which are part of what I call “the Digital Dossier”. Here’s an early step toward that: http://www.spokeo.com/

Chers,

Keith

Diane Spiegel
http://www.the-end-result.com
Blog: http://www.the-end-result.com/blog/
Twitter: http://twitter.com/SageTools

Diane has nailed this topic and has used a terrific vehicle to demonstrate the unique character of the largest generation the business world has ever seen through the use of typical Net Generation interview questions (I like Net Gen best as it provides better imagery than any letter could…). She couldn’t have picked 7 questions that better encapsulates Net Gen characteristics. These illustrate this generation beautifully – and those of us in Talent Management roles need to study and adapt.

That’s right – you all better realize that the Net Gen, millions larger than the Baby Boomers (Grown Up Digital, Tapscott ), are taking the world by storm – more than 50% of the global population is under the age of 30!
The points that Diane illustrates that are of interest to them are real and if you don’t embrace them you will literally be run over, and in five years your business will suffer mightily as your competitors who did will fly right past…

One last point, and this is mostly evolutionary – the Net Gen workers who are now pushing 30 all had these characteristics – but had to suppress them as the first ones into the market. The high achievers in this class who are now in management are encouraged by the younger workers streaming onto their teams to make Net Gen interests the norm. In other words, you’re being delusional to think that this largest generation in history will bend to the norms of the past…

Stellar Diane!

It’s no secret that despite massive populations, India and China both suffer from severe skills shortages, particularly in professional disciplines. Compounded wage growth in India for the last four years exceeds 47%. Keep in mind that 47% is based on the average across all professions. In some professions and regions the scarcity of skills has forced astounding gains in comp packages (think parity with US and UK wages) and cut throat labor poaching. China and India both have had to import middle and senior level management talent for years, but are now finding they need to import talent at all levels. Throughout South-East Asia the story is fairly similar. Scarcity in Singapore for example has forced wages in the financial services sector above parity with the US.

Many employers pay a lot of attention to training their recruiters and hiring managers on what questions to ask and not ask during job interviews but far fewer seem to pay enough attention and some virtually no attention to how……

With all do respect to those posting comments previously, if the millennial’s in question are of average or above average intelligence there are a number of aggressively growing global companies comfortable with this mindset. Will they deliver on all of the kids expectations, not at all, but expectations evolve with good management.

I don’t understand what’s wrong with asking “If I can accomplish the job you designed leveraging your antiquated perspective as to how the work would be done in a fraction of the time you estimated, why can’t I go off and do something of more value to me?” Jobs are compensated, supposedly on the value of the work to be completed, not the time it takes to do it (with the exception of service based roles). If you are an MBO organization, act like it.

I also don’t see why it unreasonable to ask what I should do about a crappy boss, after all, nearly all organizations tout an opportunity to work with great people. If you don’t want me asking the question, brand yourself as an organization with crappy managers and I’ll know to stay away.

As for facebook, I could send a query out to my network via e-mail and get a response in a few days or I could do it via facebook and get a response within minutes, which sounds more productive to you? In this day and age, what you know is worth a fraction of knowing how to find out what you don’t know and learn quickly.

The world is littered with unenlightened organizations that adhere to a worldview woefully out of date with society. I can assure you that an organizations perspective about what they are willing to accept talent wise will change much faster than societies expectations as desperation sets in. If you doubt this, talk to a few hiring managers in India or China where things are getting pretty bad pretty quick.

If an employee has an issue with their boss there should be a documented process to deal with the issue.

Hours of work is a standard question, they may not like the answer.

Facebook is not only allowed but encouraged (get with it people email is dead).

If I assign a huge reading or study workload to a salaried employee I don’t care where they do it.

Pay issues should have a documented procedure to arbitrate.

If they don’t ask for a mentor and coach I am not hiring them, how do you expect them to improve.

Well work may not always be fun, but it can be challenging, exciting and rewarding it is your job as the boss to be able to answer this one.

Cheers,

Keith “Flint Engineer Recruiter” Halperin