6 Topics A Millennial Shouldn’t Discuss With A Recruiter
ME ME ME generation or millennials became a sort of a label. It is the largest generation that numbers 75.4 million according to the U.S. Census Bureau recent survey. And it will be the main workforce any recruiter will connect with in the next ten years.
Some Gen Y representatives hate the word “millennial” and those stereotypes that are tagged to them. However, when we talk about the majority of millennials, we actually see the tendency to laziness, narcissism, fame-obsession, and technology addiction. In 2013 the authoritative magazine Time confirmed most of these biases with a couple of convincing studies. Hence, millennials might be a bit selfish but they are still the future of the U.S. companies. They possess those qualities which recruiters and employers value the most. You can view some of them in the chart below taken from Elance-oDesk study.
Appeasing the Gen X Recruiter
Clearly, millennials have some negative traits that can confront X generation hiring managers. That’s why before going to your next job interview check out these 6 topics you shouldn’t discuss with a recruiter.
- Is It Possible to Change a Boss or a Team if You Aren’t Appreciated?
Millennials expect to be appreciated for what they do. But it’s not just immature behavior because constant feedback helps improve your skills and develop in the right direction. However, this kind of topic would be inappropriate to discuss in your job interview because you haven’t accomplished anything yet to ask for a change. You should first show your potential and prove that you are worth to retain. Too much arrogance and confidence might hurt your reputation of a reliable and loyal applicant. Instead, you can show your eagerness to give back to the community asking about the company’s social responsibility projects.
- Is It Possible to Choose Another Project if the Current One Is Boring?
Millenials can be self-centered but they are also result-oriented. Therefore, if they lack confidence in their job opportunities, they will look for other options. However, this kind of question shouldn’t appear at your job interview since a recruiter might think you’d be hard to retain in future. Even if the company has more than 10 ongoing projects, no one wants to deal with a project hopper. Besides, hiring managers try to avoid employees with low dedication and commitment to a chosen project.
- How Long Does It Take to Get a Promotion?
The Edison Group survey proves that millennials are not afraid to ask for the promotion or raise and provide grounded reasons for such a request. Hence, 40% of millennials expect to be promoted every 2-3 years. For many recruiters, this kind of topic is difficult to answer because it actually depends on various factors. Therefore, considering this question you should be more humble and show that you seek not just promotion, bonuses or raises but also some professional development within a project.
- What Kind of Training Does Your Company Provide?
Unfortunately, loyalty to one company isn’t about millennials. And 44% of them want to leave their current employers according to a 2016 Deloitte millennial survey. A lot of similar studies on millennials appear each year. That is why when a millennial comes to a job interview, he is already perceived as a job hopper who seeks for extra training and career opportunities. Do not confirm this stereotype asking a company to spend money for your training in the first conversation. Besides, you can appear the one who will use the acquired skills in a competing company. It’s better to underline your desire to learn and ask about available programs for your development and the project’s success.
- Is It Allowed to Work Remotely Half of a Month?
It’s not a secret that millennials aren’t fond of the office environment and strict schedule. They value flexibility and work from home options. Many employers have already compromised and allow their employees to work remotely a few days per month. However, when a millennial applies for a full-time position and then requests the half of a month for freelancing, it sounds too arrogant and cocky. You can always ask about the working hours or flexibility of a schedule. It is normally perceived by any recruiter who interviews a millennial. Nevertheless, do not show your brazenness and lack of respect to the company’s corporate policy.
- What Advancement Opportunities Can You Offer?
Millennials strive to achieve success as soon as it’s possible. Gen Y has the huge self-esteem and desire to advance because they just want to receive more money. All the companies are aware of this tendency purchasing expensive workshops and corporate training programs. Yet an employer doesn’t want to hire a person who is solely concerned about own advancement and career plans. Instead, you can ask about the last workshops you’ve visited or read about. Most likely, a recruiter will continue talking about the company’s advancement opportunities and other benefits to convince a millennial.
There are too many studies and bias formed against Gen Y applicants. Sure, you can’t refute the real numbers that uncover all your drawbacks. However, what you can do is to present yourself as a serious applicant who is ready to meet all the challenges and work in a team.
Veronica Hunt is an edtech expert and an experienced blogger from Philadelphia, PA. As a blogger, Veronica sees her purpose in providing her readers with up-to-date info in the spheres of marketing, entrepreneurship and psychology. Apart from work, she adores travelling and yoga.