Wondering how to connect with a Generation X or Y recruiter? Read this outstanding presentation from Angela Harris of Ash Consulting.

1. 7/6/2011
The Population 65+
According to the Administration on Aging Report: A Profile of Older Americans 2008
Interviewing Across
the Generations In 2000 35 million people
In 2010 40 million people
Presented by: In 2020 55 million people
Angela Harris of ASHconsulting And in 2030 72 million people
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In Summary Generalizations: Generation Y
BORN AGE RANGE POPULATION % of Positives Negatives
(in millions) Population
Gen Y 1977 – 1986 23 – 32 26 12%
• Hopeful about the • Heighten fear (vs.
Gen X 1965 - 1976 33 – 44 42 19%
future security) due to 9/11
Baby Boomers 1946 – 1964 45 – 63 80 36% • Change is good • Dependence on parents
Post War CG 1928 - 1945 64 – 81 47 27% • Tolerance of diversity • Delayed independence
• Team players • Communication/spellin
• Patriotism g
• Desire instant
gratification
• Disloyalty
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2. 7/6/2011
Generational Profile: Gen Y Generalizations: Generation X
Outlook: Hopeful Positives Negatives
Work Ethic: Ambitious • Independent • Cynical
• Friendships are • Desensititation to
View of Authority: Relaxed, polite
important violence and sex
Leadership by: Achievers • Savvy • Consumerism on credit
Relationships: Loyal • Pursuit of quality of life • Latch key kids
Perspective: Civic
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Generalizations:
Generational Profile: Gen X
Baby Boomers Trailing Edge ( younger: 1957 – 1964)
Outlook: Skeptical Positives Negatives
Work Ethic: Balanced • Family commitments • Distrust government
View of Authority: Unimpressed • Social advancement • Express opinions
Leadership by: Competence • Health & fitness • Question authority
Relationships: Reluctant to Commit
Perspective: Self
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3. 7/6/2011
Generalizations:
Generational Profile: Baby Boomer
Baby Boomer Leading Edge (older: 1946 – 1956)
Positives Negatives Outlook: Optimistic
• Question authority • Denial of age Work Ethic: Driven
• Independence – full • Express opinions
View of Authority: Love/Hate
circle to original values • Respect for hierarchy
• Idealistic Leadership by: Consensus
• Cruise control
• Casual work Relationships: Personal Gratification
environment Perspective: Team
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Generalizations: Post War Generational Profile: Post War
Positives Negatives Outlook: Practical
• Desire experience, not • Command & control Work Ethic: Dedicated
things • Expectation of roles and
View of Authority: Respectful
• Created the American reward
Dream Leadership by: Hierarchy
• Inventions & creativity Relationships: Personal Sacrifice
Perspective: Civic
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4. 7/6/2011
The Titanium Rule
Now that we understand Think about the Golden Rule, with a new twist:
the differences…
“Do unto others, keeping their
preferences in mind.”
How do we put this knowledge into practice?
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First, put on “Generational” Lenses
Pick up on clues to an individuals’ generation:
• Word choices (direct or diplomatic, past-present-future Putting these Principles to Work in
oriented, bigger or shorter words, slang)
• Mannerisms, gestures, & eye contact an Interview
• Dress (formal or casual, brighter or subdued)
• Office clues (decoration & organization)
• Voice clues (inflection, tone, pace)
• Work/life balance
• Approach to projectsCopyright protected on behalf of Angela
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5. 7/6/2011
Meeting with Gen Y Recruiters Meeting with Gen X Recruiters
• Collaboration is key. • Show respect for time. Show efficiency.
• Dress functionally, nothing flashy.
• Be positive • Regard their pace (small talk or to-the-point)
• Explore the “concept” of joining the company • Straightforward approach
• Respect their achievements • Technology = +
• Lead with the bottom line
• Bring technology knowledge to the table • Do your homework
• Understand their confidence and self- • Sell yourself
assurance • Ask for the job.
• Avoid pressuring an on-the-spot decision
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Meeting with Baby Boomer Recruiter Meeting with Post War Recruiter
• Make appointment & keep it
• Approach as a friend
• Allow him to sit at the head of the table
• Dress like a BB • Dress conservatively and formally
• Establish rapport • Be friendly, show interest, move to content
• Interactive conversation & story telling • Linear thinking
• Emphasize developmental aspects of experiences • Emphasize long-term goals
• Tie yourself mission/vision • Chain-of-command
• Best grammar and manners
• Information is power!
• Leave resume and overview of discussion
• Open to closing the deal. Ask for the job! • Ask for another appointment
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6. 7/6/2011
What does “Overqualified” mean?
HOT TOPICS •
•
Compensation range
Condescending or beneath you
• Demonstrate qualities of a manager
• You might get bored in the position and move
on too quickly
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Age Discrimination Interviewing Tips
• Does exist!! • Be energetic & enthusiastic
• What are the REAL concerns: • Be prepared to talk about intergenerational
relationships in the workplace
– Health insurance costs
• Do homework on your recruiter
– Productivity issues (attendance & pace)
• Tell them what you CAN do vs. CAN’T do
– Fits into organization
• Dispel the myths of your generation
– Flexibility
• Demonstrate your creativity, flexibility and your
– Leverages technology
knowledge of technology
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7. 7/6/2011
More Interviewing Tips References
• Include your LinkedIn profile on your resume • Managing by Defining Moments by Geoffrey
• Find the common interest (sports, hobbies, etc) Meredith and Charles Schewe
• Consider the demographic changes • Connecting Generations, The Sourcebook for a
• The MIRROR New Workplace by Claire Raines
• Patina Group & MRA • A Profile of Aging Americans, 2008 from the
Administration on Aging Report
• Network!
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Thank You!
Feel free to reach out to me anytime:
Angela Harris
• 414.940.2957
• angelaharris72@hotmail.com
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