I hate it when people try to tell me that [fill in the favorite generation buzzword here] are killing things. That they care more about work than other generations. That they care about being valued more than money.
See, the whole idea just doesn’t make sense to me. Sure, video killed the radio star – but it wasn’t a generation that lead it, it’s the technology and how it influences the people around us.
Here’s a classic example: they call the millennial generation job hoppers but think about this. Before millenials could apply to a job, how long did it take to apply to a job? Days, not hours. There was no one-click apply, you had to print and mail your resumes to each and every company you wanted to apply to. Or fax them. There was no Wi-Fi, we were waiting for that boooooop beeeeeep booop whirling sound of the dial-up to connect. Until someone picked up the phone, of course. My point is that it was a LOT harder and people had to really think about applying for a job before jumping to the next greener pasture. It took effort, not a click.
In this case, technology facilitated an impression and changed the way most people interpret the generation. I realize it’s not that simple but it’s a fact that we’ve made up these stories about generations without considering the evolution of technology in their context. This is especially important as the first digital natives hit the workplace.
My point is that there’s more to changes than age.
I’m only in my 30’s and still find myself in awe of they way kids even 10 years younger than me use Instagram and their phones in general. It’s an appendage, not a nice to have. They get engagement better than anyone because they were raised on it. That’s where they get their kicks – not from bottle rockets and cul-da-sac softball like I did.
Which got me thinking about how someone who has always used slick technology is going to react to some clunky, legacy ATS. What someone who is obsessed with likes and views is going to say when we tell them there’s no tracking in the recruiting funnel. How they’re going to react to traditional recruiting.
That thought was the basis for my co-presentation with Amanda Crosby-Rickman last week. With data and practical case studies from companies like Parker Dewey and Skill Scout, set aside an hour and prepare yourself for the future of hiring.
Because things will be changing, just not in the ways most people are predicting.