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Studies have shown that Gen Y’s attitude to business is a lot different compared to it's predecessor, Gen X. In contrast to the Baby Boomers and Gen X, today’s youth aren't guaranteed be more successful than their parents. Related: 77 Million Millennials Can’t Get Happy – Or Can They? The perception of success has shifted. Gen Y does not gauge its success or happiness on material possessions as much as previous generations. Young people and students are looking for more than just monetary compensation in their work. Studies show that the people of Gen Y are after a good work/life balance, interesting work, the potential to contribute to society, and the opportunity to work for an organization that shares their ideals and values. In fact, a lot of young people and students would prefer to take a pay cut and work for an organization that shares their values rather than slog for hours a day working towards something they feel has no reward. So, while you’re looking for your perfect job, it’s important for you to be aware of exactly what you are seeking, what kind of environment and company you want to work for, and whether it ticks all your boxes:

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One of the great things about my work is it positions me to contribute my two cents for books, articles, college courses, info products, etc. The bummer is when I dedicate the time to give what I believe are valuable nuggets for action or reflection and they never see the light of day…as recently happened when one of my media superheroines reached out for a story on young women in the workplace. Since the biggest bummer is having the content go underutilized, I’m piecing it together to share with you my thoughts on how the recession is impacting us Gen-Y and millennial women. In many ways it’s a companion piece to my June 17 Awaken Your CAREERpreneur vlog where I asked, "The Ladies Are Coming, or Are They?" The 2 Biggest Trends: Gen-Y Women And The Recession First, for well-educated young women who are still pursuing full-time employment upon graduation, I am noticing that those who are driven by a desire to succeed are more tentative about taking positions with start-ups, in publishing or on Wall Street. Instead, they are looking to align their expertise with corporations that are pegged for continual growth such as health care and renewable energy. Second, for young women driven by a desire to make positive social impact, I’m seeing a lot choose to move home so that they can work in a nonprofit and make a contribution through a company like Teach for America or YouthBuild. Gen-Y and millennial women inspired to drive change through entrepreneurial solutions are also looking for positions in social enterprise or in CSR. Knowing that work in most industries is unstable at best, many young women are saying, “I might as well do what I care about now. For the only thing worse than selling out is being sold out,” as so many of us have witnessed happen for Gen-X and Boomers. New Grads as Perpetual Grads I’m also seeing a lot of young women go directly from college to graduate school or from college to work (or job seeking) for a year or two and then to graduate school…rather than waiting 3-5 years to launch their careers, gain real-world experience and choose a degree program that aligns with their professional goals. As a former women’s studies professor, trust me I’m not knocking higher education. And the influx of women into MBA and PhD programs is exciting to be sure. However, when young women accrue massive educational debt, haven’t necessarily chosen degrees that will make them more competitive job candidates or graduate over educated and under experienced, I worry. It’s important for any woman choosing graduate school to be VERY clear about how much the degree will increase her earning potential and whether it’s enough to cover and warrant what she will be shelling out in monthly payments upon graduation. The Gen-Y / Millennial Woman’s Mindset While we know we have lower rates of unemployment than our male counterparts, there is still a sense that we are not moving up the ranks as quickly as we did in a robust economy. The fear, the source of most self-sabotage, manifests in a lot of concerns over integrating the personal with the professional: How do I put equal attention into job hunting/career reinvention and dating? How do I feel about the fact that I may be supporting or at least picking up the tab for a significant other who is unemployed? Will I have achieved the success I seek prior to wanting to start a family? For many Gen-Y and millennial women, unfortunately, the greatest barrier to workplace equity is ourselves. We trail miserably behind young men in negotiating our first salaries. We trail miserably behind young men in asking for performance reviews and promotions. And we trail miserably behind young men in our assessment of our workplace performance and preparedness for leadership. Therefore, while we might get ourselves in the door before young men do, we are much more likely not to move as quickly up or be paid as well the longer we are in the workplace. It’s important to step into our moxie and ask for what we’re worth—in money, position and opportunity—once we’ve gotten in and have measurable results to back-up our case. All of this undoubtedly plays into our thoughts on entrepreneurship. It’s commonly reported that Gen-Y believes entrepreneurship to be safer than full-time employment. A recent survey by the Young Entrepreneurs Council reported 35% of Gen-Y who are currently employed have started a side business, 21% have started a business because they are unemployed and 79% are interested in one day becoming entrepreneurs. As I know firsthand, young women are more likely to start home based businesses than tech start-ups. More and more are taking to the internet to blog, create info products and sell services through our online brands. This is the space where I think women will most be stepping up and leading in the next 2-5 years. The next wave of young female small business success is leveraging one’s products and service to make more sizable and replicable social impact. Alexia Vernon is a career and workplace author, speaker, coach, trainer and media personality who empowers people to build careers and companies that are successful, sustainable and full of soul. To receive Alexia’s "7 Biggest Obstacles to Success and the Sinfully Simple Formula to Shift Them into Opportunities," visit www.AlexiaVernon.com. Read more » articles by this approved career expert | Click here » if you’re a career expert Image from Yuri Arcurs/Shutterstock

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.

By J.T. O'Donnell I recently attended a dinner party where the attendees ranged in age from 23 to 68. Not surprisingly, the conversation turned to the recession and horrible job market. The more 'seasoned' workers at the table started to rant about their circumstances. The dialog drifted from the lack of raises given out at their companies to the various friends whose spouses had lost their jobs and how it was making finances tight in their households. The 23-year old, a recent grad, sat silent. I turned to her and asked, "What do you think about all this." She said, "Well, I have no experience, have applied to a ton of jobs, but all I've been able to do for work is some babysitting for neighbors. I owe thousands of dollars in school loans and am living at home where my parents remind me daily how much my education cost them. At this point, I have no idea what I want to do with my life and don't see the situation improving anytime soon. And still, everyone just keeps telling me I'm young and will have the rest of my life to get ahead." It was clear she was worried. Yet, those at the table responded with, "It's true! You have your whole life to work. Our situation is more critical because we have a limited number of years left before we retire," then turned and continued talking. And just like that, her career reality was dismissed.

Which Generation Is Losing The Career Fight?

Sadly, the discounting of Gen Y's career troubles is pretty common. In fact, I wouldn't be surprised if more than a few management teams across the country are secretly smug about the fact that Gen Y is finding it hard to get hired. Over the last few years, there have been numerous articles and discussions around Gen Y's entitled attitudes and weak work ethics. I've heard managers complain about their lack of professionalism and inability to communicate effectively in the workplace. In short, lots of folks think Gen Y is getting a well-deserved life lesson. What those seasoned professionals don't know is just how bad it is out there for Gen Y. A recent article in BusinessWeek magazine entitled, "The Lost Generation" paints a depressing future for Gen Y: "Studies suggest that an extended period of youthful joblessness can significantly depress lifetime income as people get stuck in jobs that are beneath their capabilities, or come to be seen by employers as damaged goods." The article goes on to cite examples of how a belated entry into the professional world due to the recession is going to hurt Gen Y's ability to achieve their financial and professional goals - which in turn, will hurt American companies' ability to attract and retain talent. FACT: Corporate America Needs to Bridge the Gap With Gen Y - Or Prepare to Suffer the Consequences. Here's why... Over 80% of American firms are currently led by Baby Boomers (77M) who will eventually be retiring in the next 10-15 years. Thus, smart companies know they need to focus NOW on cultivating future executive talent. Moreover, with only 46M Gen Xers, it's safe to assume these same companies will need to look at the newest generation, Gen Y (70M), to make up for the executive talent shortage. So, how can a company learn to work effectively with this demographic so they can identify, attract and retain top performers? Are increasingly common trends like job hopping a concern or are they becoming the norm? The answer lies in understanding how to strategically bridge the gap and build multi-generational teams that leverage one another's talents. Easy to say, but not easy to do. That's why you should join me for a serious discussion on the subject. Wednesday, October 21st - 2-3pm EST Sign-up today (it's FREE) to attend this webinar on how to attract and retain Gen Y talent. Attendees will learn how to bridge the gap in generational differences that impede their company from building the high-performance, multi-generational workforce they'll need to grow their businesses in the future. It's time we raised our compassion level for Gen Y in the workplace. Better still, it's time we learned how to tap into their potential and help them become valued team members. As you'll learn in the session, it could actually help YOU stay employable long-term. CLICK HERE to sign up for the FREE webinar at ERE.net