This story is featured in the Fall 2016 edition of the HPU Magazine. In the midst of generational shifts in the workforce, discover below how HPU prepares students to conquer changing expectations and opportunities.
A Q&A with Bridget Holcombe, Director of Career and Professional Development
There’s a major shift happening in America’s work place.
It started nearly a year ago, when the demographics of the United States labor force reached a turning point. Suddenly millennials outnumbered their Generation X and baby boomer predecessors, U.S. Census Bureau data showed.
That caught the attention of Bridget Holcombe, director of Career and Professional Development. Holcombe’s team of career advisors makes a point to connect with students as early as possible in their education and begin plans for their lives after college. And she knew this change signaled something broader — a culture shift in the work environment.
Leaders from across the decades are merging to work in unison. Holcombe’s office knows those who succeed in a global marketplace think vertically, not horizontally. They not only overcome differences, but they embrace each other’s unique strengths to move their organizations forward.
Below, she dissects constantly changing expectations and opportunities for today’s job seekers.
What’s the first thing students should know about today’s job market?
We are excited about the opportunities that are available to our graduates. Today’s job market is changing. As baby boomers retire, millennials will find themselves in management roles where they can influence the future of their companies.
It will also be fascinating to see how the values of millennials begin to impact the work place – the culture shifts that take place in how companies view the world and empower their employees to be successful, like flexible schedules and a relaxed dress code.
How can individuals consider generational differences as they prepare for job interviews?
We teach students to think about the qualities and skills that people from different generations might value. If the interviewer is a baby boomer, take a more formal approach. Remain professional, courteous and humble. If the interviewer is a fellow millennial, avoid becoming overly familiar and don’t fall into the trap of thinking the interviewer is your peer. Remain professional even if the interviewer conveys casualty.
Think about what someone from a particular generation would value in an employee. No matter the age of the interviewer, pay attention to social cues, verbal and nonverbal, to understand how the manager perceives your answers. Adjust accordingly throughout the interview.
How do you sell yourself in a competitive marketplace?
Employers value people who have transferrable skills in the areas of teamwork, communication and problem-solving. Our office helps students identify the skills they have gained while at HPU. We ask students to isolate the attributes that have made them successful. Once they can identify their skills, we teach them to articulate their strengths in resumes, cover letters, LinkedIn profiles and interviews.
For example, employers may ask an interview question about using a company-specific software, which the student has never used. Students should think about a transferrable skill, like problem solving, that applies to the situation. Students can then describe a story where they quickly adapted and learned something new by problem-solving.
It’s also important for students to convey their passions. If you love providing excellent customer service, make it known that you will put the company’s clients first. Your passion indicates to an employer the value you will add to the company.
How has social media changed job networking?
Instant access and connectivity are changing the world of recruiting. The first thing a recruiter or hiring manager is likely to do after reading your resume is Google you or search for you on a social media platform such as LinkedIn. The strength of your resume is no longer the only evaluation criterion. LinkedIn has become a powerful research and networking tool.
We suggest that every student develop a strong LinkedIn profile. Students can use LinkedIn to showcase their experience and to research companies, recruiters and networking contacts since employers have no qualms about using LinkedIn profiles to evaluate applicants. On the flip side, LinkedIn is a tool that students can use to conduct their own research. Students can identify companies to target.
How do you encourage students to work with people who are different than themselves?
Communication and knowledge-sharing are important. All backgrounds and generations have something to contribute. Working with others is a wonderful opportunity to understand the strengths and abilities of the team.
Every person brings with them different skills that can help achieve the company’s goals. Remain open and respectful of others. If you are a Generation Y employee who values efficiency, remember not every team member shares your value. A Generation X team member might be more focused on relationship building. Take some time to express consensus before delivering a solution.
Remember that every team member adds value. Having a range of strengths is positive. It leads to increased productivity and a well-balanced team.
Timeless Tips for Young Job Interviewers:
- If it’s the first time you’re meeting an employer, address them as Mr. or Ms.
- Be prepared and confident, yet humble and teachable.
- Express how your unique attributes and experiences could help solve the company’s concerns to show that you are capable of adding value.
- As a member of Generation Y, stress that you are a “tech native” who learns new systems and software easily. Show that you are always willing to help anyone who may be intimidated by new technologies.
- Be positive and likeable – someone others would enjoy working with. Employers automatically envision what it would be like to have you on their team.
View this story and more in the Fall 2016 edition of the HPU Magazine: