5 Interview Hacks #Millennials Need To Know...

5 Things Millennials Need to Know When Being Interviewed by a Baby Boomer.

Todd Cherches invited me on Hired Guns as a guest blogger.

"One of the hottest topics out there right now is the subject of generational differences in the workplace.

As discussed in my recent post entitled, “Spanning the Decades: Career Advice for Every Age and Every Stage,” four generations – Traditionalists, Baby Boomers, Gen X, and Millennials/GenY – currently work together…leading to a variety of commonly-recognized workplace issues and complications.

One of the most common and challenging examples of this is when these different generations cross paths in the job interviewing process. So I am often asked by my clients and my students for tips on how to navigate this treacherous terrain.

But rather than taking on this daunting challenge all by myself, I decided to turn to one of the most prominent experts in the field of generational differences in the workplace: my friend, Brad Szollose, the author of “Liquid Leadership: From Woodstock to Wikipedia – Multigenerational Management Ideas That Are Changing the Way We Run Things.”

This post will be the first in a series of co-authored articles on this topic of interviewing across generational lines.

One note to keep in mind before we start: We never want to stereotype people based on their age or generational affiliation (as there are always exceptions to every rule). But, from personal experience and much recent industry research, there are certain trends and patterns that we find out there — and, thus, advice we can offer – that might help you to more successfully bridge the generational divide.

And, as this is just two Baby Boomers talking, if you have any additional thoughts on the subject, we’d love to hear insights from ALL generations, so please feel free to dive into the discussion by contributing to the comments section below. With that said, here we go…

Five Things Millennials Need to Know When Being Interviewed by a Baby Boomer

#1: Not all Boomers are NOOBS

In video game lingo, those who have played for years are considered Elite or ‘Lites. Those who are new and, therefore, tend to make a lot of mistakes are called Newbies or NOOBS. The mistake many Millennials make is assuming that all Boomers are not as tech-savvy as they are, often resulting in the appearance of being arrogant or condescending towards the more experienced interviewer.

So it’s best to err on the side of caution and assume that the Boomer knows as much as you do. And, if it turns out that they don’t, then take that opportunity to explain things and show what you know and what you can do. But do so respectfully. There’s a fine line between being smart and being a smart-ass — and being a smart-ass won’t get you the job. Remember, some pretty cool Boomers invented most of the digital devices you are currently using.

#2: If you want a Boomer to understand something, show them the benefits

Chris, was a young software salesman in his late 20s who was getting nowhere with a Baby Boomer prospect. After two years of knocking on this guy’s door, Chris finally called me out of desperation. My advice to him was this: “You can’t just tell him why this new software is so valuable; you need to show him.” Two hours later, Chris had in his hand a $10,000 deposit check and a signed two-year contract.

Boomers tend not to respond to just a discussion – especially when it comes to new technologies. We’ve seen so many tech fads come and go that we tend not to be the early adopters that Millennials often are. After having to decide between Beta and VHS, followed by throwing out all our 8-Track tapes and cassettes, we’ve learned that lesson the hard way, having been burned too many times.

We’re the generation that was taught to wait until a technology has been proven and established before we commit to it. And we may not speak the latest language (“Wait, explain to me what a ‘hashtag’ is again…”). In order to gain our buy-in, we need to understand how a new technology works, why it’s better than what we have now, and how we can either make money, save money, or gain a competitive advantage from it.

Similarly, when it comes to interviewing with a Boomer, you need to not just tell us how great you are, but show us. Keep in mind that no matter what your GPA was or what university you went to, you do not have the life or professional experience that the Boomer has gained from his years of attending the “School of Hard Knocks.” So you will need to find a way to demonstrate your strengths and the value that you bring to the table.

#3: Boomers respect hierarchy and the time it took to get there

Back in the day, here’s what was expected of a Boomer on the first day of his or her new job: Show up on time, sit down, shut up, listen to your boss, and do your work. The formula for our career trajectory was: Age + Time + Experience + Knowledge Hoarding = Status + Salary. A normal career path was starting in the mailroom and aspiring, over the course of 30 long years, to a Corner Office…followed by a gold watch at your retirement party.

Our boss was often (usually) mean, and didn’t care about our input…and he (bosses were typically a “he”) certainly didn’t care about our feelings. One of Todd’s first of many horrible bosses actually responded to one of his productive suggestions with (quote), “I don’t pay you to think; I pay you to work. So just get back to your desk.” No one was seeking our advice when we were 25. And we wouldn’t ever dare speak to an executive without being spoken to first. And whether you were or not, it was important to look busy; no slacking off…even as we stared at the wall clock counting the minutes til five o’clock rolled around.

Fast forward 35 years later and we have a generation raised by parents who treated them like friends and asked for their opinions. Hierarchies became flattened, and informality ruled, as parents became mentors and teachers were being addressed by their first names. Encouraged to speak up, speak out, and collaborate, feelings mattered, there was no one right way to approach a problem, and you were told you could be anything you wanted to be when you grew up.

So, knowing that Boomers value hierarchy, formality, and respect, when being interviewed by one you may want to keep all this in mind. Despite what you were taught growing up, this person who has worked 25 years to get to where they are is not your peer. Not yet, anyway. Their status, title, and experience from paying their dues warrants respect. Give it to them. And they’ll be more likely to give it to you in return.

#4: To a Boomer, experience trumps your college degree

Similarly, not only did it take your Baby Boomer interviewer 20+ years to work his or her way up the corporate ladder, but they’ve had to navigate two decades of office politics and economic roller coasters…not to mention manual typewriters, carbon paper, fax machines, the transition from DOS to Windows, and are lucky to still have any hearing left after years of listening to that screeching sound made by AOL dial-up trying to connect via a 56K modem.

Boomers have been in the workforce long before having a college degree was mandatory for employment. Back then, being eager and willing to learn (and maybe having an uncle in the business) was all you needed to get your foot in the door. But in today’s work environment, a bachelors’ and, in some cases, even a masters’ degree is the price of admission just to be considered for an interview.

So when you are fresh out of college, with a bachelors or MBA, with little-to-no real-world work experience no matter how tech-savvy you are, it’s valuable to let the interviewer know that you respect the process, that you are willing to learn and pay your dues, and that no job is beneath you. At this point in your career, look at every experience – including internships, temp work, project work, or entry level positions – as a growth opportunity. That’s how the Boomer interviewer probably started out, so they will respect you for being humble and open to the idea of starting at the bottom and working your way up.

#5: Boomers are not slow, they are diligent

Millennials were raised to leap in, learn as you go, fail fast, and collaborate. Mistakes are just a natural part of the process: no big deal, and no judgments. This “ship now, and fix it later” mentality is consistent with their growing up playing video games where new software versions and getting knocked back to the finish line are just part of the experience of growing up in a digital world.

Boomers, on the other hand, grew up in an analog world where childhood board games were linear, rules were rules, and one mistake or violating the chain of command at work could get you fired. So they value process, hierarchy, respect, and doing things in a linear, methodical fashion with a “do it right the first time” mentality.

To a Millennial, Boomers may appear to be slow and ruled by process and bureaucracy, but it is more about efficiency and effectiveness: the values we were brought up on. We have little tolerance for careless mistakes and wasting time doing things over again. “Do you want it done right, or do you want it done right now?” is not an either-or question you want to ask of a Baby Boomer: we want and require both. Handing in work on time, but filled with grammatical errors, typos, programming bugs, or inaccuracies is as bad as not handing in your work at all.

Boomers care about appearance (including how you dress) because we feel it reflects your work ethic, values, and professionalism. And attention to detail reflects competence and an “I care” attitude. So if you want to be taken seriously as a candidate, don’t send a Boomer a resume filled with typos or a cover letter filled with grammatical mistakes. Even though the business world is spinning faster than ever, Baby Boomers still believe that slow and steady wins the race. You may not agree, but in this scenario wherein they are the ones holding the keys to your possible dream job, it’s to your benefit to learn and play by their rules.

So those are five of our top tips for Millennials interviewing with Boomers. Again, these are broad generalities, but to us they are commonalities based on our experience with current realities. Do you agree or disagree with them? We’d love to hear from you!

After that, we’ll turn the tables to talk about the increasingly common scenario of: Millennials and Gen X interviewing Baby Boomers…and what all parties need to know. Boomers…this will be YOUR wake-up call. Stay tuned.

Much thanks to Brad for his tremendous contributions to this series on job interviewing across the generations!"

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Todd Cherches  | Bio
____________________________________________________________________

 

Todd Cherches is the co-founder and CEO of BigBlueGumball,
an NYC-based management and leadership consulting, training,
and executive coaching firm.

With their motto “We make training entertaining” as their foundation, Todd and his brother Steve are on a mission to make the world a better place by ridding the planet of bad bosses — and painful PowerPoint — through their cutting-edge, visual thinking-based approach.  Follow @toddcherches.
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THANK YOU Todd for having me....

Brad Szollose
Global Management Consultant

Cross Generational Leadership Development & Workforce Performance Strategies

Executive Coach

Brad Szollose (pronounced zolis), is a globally recognized Management Consultant and the foremost authority on Millennials and Cross-Generational Leadership Development Strategies.

TEDX Speaker, Web pioneer and the author of the award-winning, bestseller Liquid Leadership: From Woodstock to Wikipedia, Brad is a former C-level executive of a publicly traded company that he cofounded that went from entrepreneurial start-up to IPO in three years; the first Dot Com Agency to go public on NASDAQ. His company K2 Design, experienced 425% hyper-growth, due in part to a unique management style that won his company the Arthur Andersen NY Enterprise Award for Best Practices in Fostering Innovation.

 

Today the world’s leading business publications seek out Brad’s insights on Millennials, and he has been featured in Forbes, The Huffington Post, New York Magazine, Inc., Advertising Age, The International Business Times, and The Hindu BusinessLine to name a few, along with television, radio and podcast appearances on CBS and other media outlets. 
 

Brad's programs have transformed a new generation of business leaders, helping them maximize their corporate culture, expectations, productivity, and sales growth in The Information Age. 

Pick Up Brad's new book...

Journeys to Success: The Millennial Edition. 

#1 Bestseller on Amazon in Hot New Releases!!!

What Happened to Generation X?

Is It Possible That Generation X Is The Jan Brady of The Generational Divide?

Todd Cherches invited me on Hired Guns as a guest blogger.

To Jan Brady, it always seemed like everyone else was getting all the attention. If it wasn’t little sister Cindy, then it was, of course, big sister “Marcia, Marcia, Marcia!”

Similar to this classic example of “middle child syndrome” from “The Brady Bunch,” it often seems to Gen Xers that they are caught in the middle these days. For, while everyone’s busy talking about Baby Boomers and/or Millennials, members of Generation X are left there, ignored and sandwiched in between, wondering, “Hey, What about us!?”

Having entered the workforce during tough economic times, many Gen Xers, unfortunately, missed the boat that Millennials are about to set sail on. Gen Xers showed up on time, wore a suit, didn’t ask for perks, waited years for that big promotion that never came, and did all the right things…only to now find Baby Boomers tripping over them to shake hands with the GenY/Millennials.

So what does a Gen Xer gotta do to get some attention around here? Like a middle child who sees his or her younger sibling reaping the benefits of being the “shiny new thing” — and with the Boomer generation still calling the shots (for now) – perhaps it’s time to give Generation X a little love

So now, let’s dig in to post #4 as generational expert Brad Szollose and I discuss the Top Four Things that Gen Xers need to do to avoid being the Jan Brady of the office:

1. Take back your power

As their label suggests, when we Baby Boomers came along (born post-WWII between 1946-1964), there ended up being a LOT of us. In many cases, as we pointed out in previous posts, at work we were expected to just sit there, shut up, and take anything and everything our bosses threw at us…literally. Todd had a boss throw a box of pens at him; and I once had a boss throw a punch at me.



So when Gen X (born between 1965-1979) entered the workforce, they, too, were expected to pay the same dues: work hard, keep their mouth shut, take the abuse, show up early, stay late, obey the rules…and maybe, some day, when the big bosses felt you’ve earned it, they’ll give you a title and a corner office.

But then suddenly, Gen X, after a decade of putting their heads down and doing what they were told, after riding out the recession and waiting patiently for the economic ship to right itself…along came the Millennials (born between 1980-2000) saying, “Excuse us, please…you had your chance…now it’s our turn.” Gen X, outnumbered and beaten down by one of the worst economies since the Great Depression, found themselves pushed aside and drowned out by the more demanding, more vocal, and more favored Millennials.

 Regardless of generation, every employee desires the basics: decent working conditions, fair treatment, fair compensation, etc…, but the Millennial generation (as discussed in our previous post) is the first to walk into companies saying, “If you are NOT going to pay me what my college diploma is worth, enough to pay off my student loans and to move out of my parents’ basement, then I want perks: a laptop and smartphone, flexible hours, free snacks and lunches, and paid time off to help make the world a better place.”

 Boomers at first thought this was outrageous entitlement; after all it took them twenty years to earn any of those kinds of perks. But eventually they realized it was just smart business. Pay them less, but make ‘em happy in other ways. Or they’ll just walk out the door. And as this is going on, Gen X is sitting there with their mouths hanging open thinking, “Are you kidding me? I was lucky to even HAVE a job…and they’re asking for all these things…and getting them?”

But here’s the situation, Gen Xers: You may not realize this (especially those of you who have been so beaten down), but with the economy finally improving and with your having paid your dues, you’ve earned some serious clout – and your time has come. Being halfway between Boomers and Millennials, there’s a good chance that you possess many of the most valuable qualities of both. You have the work ethic and experience of a Boomer, combined with the flexibility and adaptability of a Millennial.

So step up to leadership, and take back your power. Sharpen your communication skills, and enhance your influencing skills. Seek out feedback and mentorship from those above you, and be willing to learn from those below you. As more and more Baby Boomers retire with each passing day, you want to position yourself for the next level and the next challenge. The days of “sitting and waiting to be called” are over. You’ve been waiting for your chance to seize the day…and that day has come.

2. Bridge the Generational Divide

As Todd and I are Baby Boomers writing from our own first-hand experiences and perspectives, we wanted to seek out the viewpoint of a Gen Xer so we reached out to Jeff Schwartzman, the head of Learning & Development for industry-leading financial services firm Liquidnet to get his thoughts on the subject.



Jeff commented that while he often thought of himself as more of a Millennial than a Gen Xer, after interacting with a number of his organization’s Millennial interns, it quickly made him realize how far apart he was in so many ways. And yet, he also realized that there was so much he could learn from them. He emphasized that the main strength that Gen Xers bring to the table is that they are well-suited and well-positioned to bridge the generational divide as a result of possessing many of the best traits of each of the generations that came before and after:

“Gen Xers are incredibly important to the productivity of an organization. They have the years of real-world business experience that Millennials don’t have, and yet the openness and flexibility in their mindset to innovate and implement new ideas in ways that many Boomers may not. And as more and more Boomers retire or become farther removed from the latest trends and technologies, and while less-experienced Millennials are still getting their feet wet, the Gen Xers who have been patiently waiting their turn are now ready to stake their claim and step up to leadership.”

Building on Jeff’s thoughts, Generation X, having the very best strengths of BOTH generations, and with hiring picking up, will be more and more in demand as more and more Boomers retire, leaving a huge leadership gap. So with their unique understanding of both the old and the new, the past and the present, members of Gen X are well-positioned to carve out their own paths.

3. Pump up your ambition and step up to leadership

Several recent studies have found that many members of Generation X (and even more Millennials) do not want the pressure and responsibility of a leadership position. Is it fear? Is it a lack of ambition? Or is it a mindset of embracing comfortable stability and avoiding the target on the back that comes with a leadership role? Gen Xers, especially, who have lived through the trauma of seeing so many of their peers unceremoniously laid off and are still somewhat shell-shocked, often think and feel, “Why bother?”

But, as mentioned, there is a leadership void going on out there, and the gap is going to get even bigger as Boomers retire. And, because the size of their generational pool is smaller than the number of Boomers dropping out of the workforce, there will be less competition for those openings. 

So it’s time to use this situation to your advantage. Instead of shying away, be proactive, change your mindset, and step up to the challenge. Your Millennial coworkers are certainly not going to be shy about speaking up for what they want, so you shouldn’t be, either. As Jeff said previously, “stake your claim.” You’ve earned it.

Most traditional companies still see age and experience as two of the key factors in making management hiring decisions. If you are being interviewed for more senior roles, be open about how much you have learned, the experiences you’ve gained, the results you’ve produced, and how you are well-positioned to navigate and negotiate between the three generations. Prove to them that you can handle the Big Chair.

And if you have an opportunity to seek out any management training or leadership development, do it NOW. A Harvard study found that most companies do not put their people through any kind of leadership development until they are in the 40’s, while many of them have been in leadership positions since they were in their 30’s. This, basically, means that they’ve had ten years to operate without any training for this role…and to develop and reinforce all kinds of potentially bad habits! Don’t let this happen to you.

4. Move up…or move on

If you have paid your dues, worked your way up the corporate ladder, and are still being left behind for one promotion after another, perhaps it is time to take a page from the Millennial handbook and move on. Millennials proactively seek out work environments that respect their individual contributions and organizational cultures that treat them as equal partners in the success of the company –- regardless of age or title.

And while loyalty to a company is an admirable trait to have, we all know that company loyalty to employees has, in most cases, gone the way of the dinosaur. As Dan Pink put it in his book, “Free Agent Nation,” even when employed by an organization, we are all, essentially, free agents these days.

And while there used to be a stigma about leaving a job before you’ve been there two or three years, those days are gone. While you don’t want to be a “job-hopper,” you also need to look out for Number One. So if you have maxed out in your current role and all signs seem to be leading towards a dead end, there is no better time than now to make your move.

I was recently attending a Vistage event that was being held at a brand new law firm when Amy came running up to me to say hi. One of the top IP lawyers with one of the top law firms in the country, I couldn’t imagine what she was doing there, hosting the event. “I quit three months ago,” she blurted out, “and I couldn’t be happier!” 

Turns out she had been disgruntled at her old firm for years, but didn’t even realize it. After 17 years and millions of dollars generated, she was still being kept at bay for partnership. She just figured this was all part of the partnership promotion process: waiting and suffering. But something I had said over a year ago made her realize that something was missing in her high-powered career: appreciation and recognition.

So she left her prestigious, old-school law firm for a small, new firm that immediately put her on the fast track to partnership. She looked younger, happier, and was doing better than she could have ever imagined. And it wasn’t the money; it was a sense of appreciation for working her tail off that she had been needing.

 So just as Amy did, if this is how you are feeling and what you’ve been thinking, it may be time. Though it’s never easy, give yourself permission, be proactive, push yourself beyond your comfort zone — and the safety and security of the status quo — and explore the world of possibilities that exists out there. Not only will you be glad you did, but you’ll ask yourself, “What took me so long?”

In closing, as a Gen Xer you have struggled through some tough and turbulent times, and never got to share in the glory years of the Baby Boomers. But on the other hand, there is no time like the present, and with things finally picking up out there, it is finally your turn to shine."


____________________________________________________________________

Todd Cherches  | Bio
____________________________________________________________________

 

Todd Cherches is the co-founder and CEO of BigBlueGumball,
an NYC-based management and leadership consulting, training,
and executive coaching firm.

With their motto “We make training entertaining” as their foundation, Todd and his brother Steve are on a mission to make the world a better place by ridding the planet of bad bosses — and painful PowerPoint — through their cutting-edge, visual thinking-based approach.  Follow @toddcherches.
____________________________________________________________________


THANK YOU Todd for having me....

Brad Szollose
Global Management Consultant

Cross Generational Leadership Development & Workforce Performance Strategies

Executive Coach

Brad Szollose (pronounced zolis), is a globally recognized Management Consultant and the foremost authority on Millennials and Cross-Generational Leadership Development Strategies.

TEDX Speaker, Web pioneer and the author of the award-winning, bestseller Liquid Leadership: From Woodstock to Wikipedia, Brad is a former C-level executive of a publicly traded company that he cofounded that went from entrepreneurial start-up to IPO in three years; the first Dot Com Agency to go public on NASDAQ. His company K2 Design, experienced 425% hyper-growth, due in part to a unique management style that won his company the Arthur Andersen NY Enterprise Award for Best Practices in Fostering Innovation.

 

Today the world’s leading business publications seek out Brad’s insights on Millennials, and he has been featured in Forbes, The Huffington Post, New York Magazine, Inc., Advertising Age, The International Business Times, and The Hindu BusinessLine to name a few, along with television, radio and podcast appearances on CBS and other media outlets. 
 

Brad's programs have transformed a new generation of business leaders, helping them maximize their corporate culture, expectations, productivity, and sales growth in The Information Age. 

Pick Up Brad's new book...

Journeys to Success: The Millennial Edition. 

#1 Bestseller on Amazon in Hot New Releases!!!