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You Should Learn What I Learned From 2 Millenials
Posted By Morgan Hoogvelt On December 20, 2012 @ 5:11 am In Advice and How-Tos | 9 Comments
Millennials get a bad rap. We hear that millennials work with their iPods on, want flexible hours, won’t stay in a job long, and they get bored easy. Some of these assumptions are legitimate. But similar assumptions can be held true for any generation of worker.
Rather than fight, not understand, and not accept the behavior and way of the millennial, hiring managers should actively engage with this new generation and learn how to lead, manage, and motivate this new generation of workers.
When it was finally my turn to be put in the situation of hiring a millennial or two, I was a bit nervous, as I’d made all the above assumptions myself.
Thankfully, my first two millennial hires have worked out well. But to get these great hires, it took a keen eye and ear to locate these talented individuals. Let’s call them Kacey and Magi.
I’ll start with Kacey. I was first introduced to Kacey via a conversation in the hall that I witnessed. She had been in our building interviewing for a summer internship and had just completed all the rounds of interviews and was exiting the building. As I walked by, I overheard her thanking the interviewer for having her in. Then she posed a question to the interviewer that not only shocked me at the time, but that stuck with me: “What are the next steps for me in this process, and when can I expect to hear back from you?”
Magi proactively reached out to me via LinkedIn with a simple introductory message of “Hello, I would like to introduce myself as I am a new college grad and would like to network with you …”
Of course as a talent professional I made the introduction and was impressed with her from our first meeting. After meeting Magi and listening to her story and her career aspirations, I immediately made a recommendation for her to meet and interview for a couple of positions within our company. Ultimately and lucky for me, I was eventually able to hire her first for my team.
Kacey went on to become a full-time hire in my department where she accepted the position of Recruiting Assistant, a more administrative-based role. One week into her new role and due to demands on my department, I had her doing the work and activities of an experienced corporate recruiter and she performed and continues to perform at a very high level. Magi now functions in the capacity of a Recruiting Assistant title, but once again due to the demands of the business, performs the functions of several roles: recruiting assistant, administrative assistant, sourcer, legal assistant, and recruiter.
I have received numerous compliments on the both of them from experienced professionals in the building on their positive attitudes, personality, intelligence, dedication, and work ethic; moreover, they both have helped reshape the stereo type that is given to millenials. I know I have gotten lucky in hiring both of them. But there are things to look for when hiring millenials and keeping millenials engaged in their work. Doing such holds true for hiring professionals at all levels, not just in hiring millenials.
But now that I have them onboard, it is also my responsibility to get to know them and to understand them in order for me to lead and manage them. I know they have the qualities to be successful and I now know they have the personal desire to learn, work hard, and to be successful at work; so how do I keep them engaged? When leading and managing millenials:
A lot of what I mentioned here is geared to the leadership and management of millenials, but these same principles can be used to lead and manage all employees. The truth about millenials is that they are hardworking, dedicated, want to succeed, and they just want what we all want: to be wanted, be comfortable, and to enjoy work and life.
Companies are consistently enhancing and evolving their products to meet shifting consumer tastes and demands. The workplace shouldn’t be any different.
photo from Kansas State University
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