Dear Experts, I'm applying at a firm that generally employs an older demographic of people. In other words, this company is somewhat old school and its team of employees consists entirely of Baby Boomers and Generation X. I graduated in May 2007 and am considered part of Generation Y. I'm afraid my application will immediately be put in the no pile once someone notices my age. Are there any quick tips for ensuring I don't radiate the fact I'm part of Generation Y during the application process? I don't fit into the gen y stereotypes, and want a way to prove it without seeming like a liar. Here is how our CAREEREALISM-Approved Experts answered this question on Twitter:Q#393 Why would you work there if worried they won't want you? Be yourself. Don't try to fake it for the hire. (@beneubanks) Q#393 List education after experience laden w/accomps, stress desire 2 learn/add value in cov let. Network. (@juliaerickson) Q#393 Recognize your place in organization, let them know u will work yr butt off, & that yr job is to make them look good. (@lauralabovich) Q#393 Highlight quantifiable accomplishments on your resume. It's the best way to "prove" your value in an application. (@gradversity) Q#393 Show roll up sleeves effort/speak to their needs, respectfully, as solution; be both humble + driven. (@ValueIntoWords) Q#393 Best defense = good offense! Cover letter opener: "Top 10 Reasons a Gen Y Would be GREAT for This Job!" (@jtodonnell) Q#393 Great cover letter- Head on: tackle by promoting 'opposite.' Gen Y 'mold' but don't reference it as 'stereotype.' (@resumeservice) Q#393 Don't put graduation date on resume. Don't list pre-university McJobs. Describe how you added-value in current job. (@ResumeStrategy) Q#393 Demonstrate your capabilities. Use Challenge-Action-Result statements conveying value. Make it "all about them", not you. (@DawnBugni) Our Twitter Advice Project (T.A.P.) is no longer an active campaign. To find an answer to the above question, please use the "Search" box in the right-hand column of this website.

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