Gen Y should play against stereotype
ASK KATE
Jane writes: “I’m a marketing grad. Jobhunting has been tough. How do I standout and what’s with the Gen Y bashing I’ve seen?’’
The skill shortage started gaining momentum from 2004 and it seemed every seminar or event I went to featured a PowerPoint slide of an inverse pyramid demonstrating Australia’s ageing workforce: lots of boomers at the top, few young folk at the bottom.
Employers everywhere were told they would profit or perish based on their ability to ``attract and retain Gen Y’’. They were told to offer money, gadgets and rapid promotion. Even then, employers could only expect to hang on to these new recruits for two years. If Gen Y were courted and made to feel special then why wouldn’t they react to that? Now it is survival of the fittest and experience is back in vogue.
Gen X, in particular, has been a little gleeful at the turn of events, but don’t hold it against them. They had the boomers above them who were reluctant to make way and Gen Y trying to push them aside from below.
Jane, to stand out, play against Gen Y stereotypes. Do your research on companies and focus on what you can contribute rather than what an employer can do for you. Be punctual, well presented and reliable and show you are keen to learn not just earn.
CareerOne’s latest survey on grads reveals money ranks fourth for the freshest crop of Gen Y job hunters - not first. Top of their list is the quality of the role and the learning experience it offers. I believe Gen Y is more adaptable to the prevailing conditions than people give them credit for.
Also, all grads should consider joining a professional association to learn, network and find a mentor. In Jane’s case, the Australian Marketing Institute offers grads 50 per cent off its membership fees.
There is a table of discounted fees offered by some associations in the article. Use networking to build your career in the Graduate section of News & Advice on CareerOne.com.au so take a look.
To employers I would say the ageing workforce is still there and the skills shortage will return. However, rather than obsess about one generation of workers, employers should focus on rewarding and promoting good people whatever their age. And young people should be hired because they represent the future not because they have magical abilities.
I’ve already seen articles lauding Gen Z as being the be-all-and-end-all, so be ready.
