1. Interviewing Across the Generations
Pat Delmenhorst
Interfaith Older Adult Services &
Coordinator, Wisconsin Seasonal Workforce Coalition
Form groups of 3 with people you haven’t met before
Brainstorm ideas and write them on the handout until 4:10pm
Dave Carhart
Marketing Director, JobCamp
Cornell MBA/MHR 2011
Copyright David Carhart and Pat Delmenhorst, 2010, all rights reserved

2. Overview Generational trends in the workplace Generational profiles
Applying this knowledge to an interview
Hot topics: When age is an issue
Q&A

3. Generations in the Workplace
Silent Generation
Born
Ages 65-80
Baby Boomers
Born
Ages 40-64
Generation X
Born
Ages 32-45
Millennials
Born
Ages 18-31
Sources disagree on exact dates for each generation
Trends
Profiles
Interviews
Issues

4. The Workplace is Changing
Much (but not all) of the silent generation is retiring but still impacting the workplace
Baby Boomers are planning on working longer
Recession hitting retirement accounts
Uncertainty with Social Security & Medicare
Generation X is moving up the corporate ladder
Millenials / Generation Y has entered the workforce
Trends
Profiles
Interviews
Issues

5. The Workplace Today
Each generation is different in terms of outlook, leadership, perspective, style and goals.
These differences will matter during the hiring process and on the job.
To be successful in your job search and career, you need to understand generational differences.
Percentages are approximate
Trends
Profiles
Interviews
Issues

6. 4 Generations, 4 Questions
What were some of the formative historical events for this generation?
What values and attitudes might develop as a result of these events and why?
What strengths and weaknesses might someone of this generation bring to the workplace?
What myths and misconceptions might others have about this generation?
Trends
Profiles
Interviews
Issues

7. Generalizations: Silent Generation
Positives
Desire experience, not things
Created the American Dream
Inventions & creativity
Strength in the face of adversity
Negatives
Command and control
Expectations of roles and reward
Trends
Profiles
Interviews
Issues

8. Profile: Silent Generation
Outlook: Practical
Work Ethic: Dedicated
View of Authority: Respectful
Leadership by: Hierarchy
Relationships: Personal Sacrifice
Perspective: Civic
Trends
Profiles
Interviews
Issues

9. Generalizations: Baby Boomers
Positives
Question authority
Independence – full circle to original values
Family commitments
Idealism and social advancement
Negatives
Distrust of authority
Respect for hierarchy
Denial of age
Cruise control
Trends
Profiles
Interviews
Issues

10. Profile: Baby Boomers Outlook: Optimistic Work Ethic: Driven
View of Authority: Love/Hate
Leadership by: Consensus
Relationships: Personal Gratification
Perspective: Team
Trends
Profiles
Interviews
Issues

11. Generalizations: Generation X
Positives
Independent & entrepreneurial
Skills with technology
Friendships are important
Work to live, not live to work—work/life balance
Positives
Cynical
Desensitization to violence and sex, latchkey kids
Consumerism
Quick to change jobs and heavy compensation focus
Trends
Profiles
Interviews
Issues

12. Profile: Generation X Outlook: Skeptical Work Ethic: Balanced
View of Authority: Unimpressed
Leadership by: Competence
Relationships: Reluctant to Commit
Perspective: Self
Trends
Profiles
Interviews
Issues

13. Generalizations: Millennials (Gen Y / Echo-Boomers)
Positives
Change is good and natural
Teamwork and tolerance for diversity
A sense of purpose and mission
Community & civic-minded
Technology skills
Negatives
Heightened fear (9/11)
Dependence on parents
Communication LOL  and over-reliance on technology
Instant gratification
Grew up bubble-wrapped and over-scheduled
Trends
Profiles
Interviews
Issues

14. Profile: Millennials Outlook: Hopeful about future
Work Ethic: Ambitious
View of Authority: Relaxed, polite
Leadership by: Achievement and teamwork
Relationships: Loyal
Perspective: Civic
Trends
Profiles
Interviews
Issues

15. Do unto others, keeping their preferences in mind.
The Titanium Rule
Think about the Golden Rule, but with a twist:
Do unto others, keeping their preferences in mind.
Trends
Profiles
Interviews
Issues

16. Put on “Generational Lenses”
Pick up on clues to an individuals’ generation:
Word choices, mannerisms, gestures and eye contact
Dress, style and office decoration
Approach to authority, work/life balance, projects, money and relationships
Think about what generalizations we’ve talked about are applicable (and which might not be)
Trends
Profiles
Interviews
Issues

17. What Does this Mean in an Interview?
Trends
Profiles
Interviews
Issues

18. Interviewing with the Silent Generation
Make appointment and keep it
Show respect for their position and the chain of command
Dress conservatively and formally
Watch the grammar and manners
Ask for a follow-up appointment—likely won’t make a decision on the spot
Trends
Profiles
Interviews
Issues

19. Interviewing with a Boomer
Approach as a friend
Establish rapport
Use interactive conversation and story telling
Emphasize developmental aspects of experiences
Tie yourself with a mission and vision
Willing to close the deal—ask for the job
Trends
Profiles
Interviews
Issues

20. Interviewing with Gen Xers
Show respect for time and efficiency
Dress functionally and take a straightforward approach
Knowledge of technology is important
Sell yourself and ask for the job
Show the impact for them and their bottom line
Trends
Profiles
Interviews
Issues

21. Interviewing with Millennials
Collaboration is key
Show adaptability and flexibility
Ask about the organization’s “teams” and “culture”
Respect their achievements, even if they are much younger
Bring technology knowledge to the table
Show you’re up to date
Understand their confidence and self-assurance
Trends
Profiles
Interviews
Issues

22. Regardless of Who You Meet With
Do your homework
Dispel myths or misconceptions about your generation
Demonstrate your adaptability, knowledge, teamwork, energy, experience and abilities with technology—these will be valued in every company (although with different focuses depending on the company)
Understand both the “foundations” and the “cutting edge” of your field or industry—both ideas and tools
Trends
Profiles
Interviews
Issues

23. What Does “Overqualified” Mean?
Often legitimate concerns:
Compensation range
You will get bored and leave or are will quickly move to another internal position
Your experience in that position would upset the internal structure and hierarchy of the company
They know that you can find a position that you will be a strong fit for if you keep looking
Trends
Profiles
Interviews
Issues

24. Age Discrimination Is illegal and unethical but exists anyway
May be driven by stereotypes and fears that incorrectly lead them to believe that you won’t be:
Flexible or accepting of change
Strong enough with technology
Productive enough
Able to fit into a “younger” organizational culture
How will you address these fears in an interview?
Trends
Profiles
Interviews
Issues

25. Cautions to Keep in Mind
Don’t assume that all of your current beliefs about other generations are necessarily correct. Sometimes our “knowledge” about other generations is just stereotyping
Remember that every generalization about your generation doesn’t apply to you. The same thing is true for other generations
Trends
Profiles
Interviews
Issues

26. Contact Us
Pat Delmenhorst Reach me at the office Dave Carhart Follow me on Twitter Connect with me on LinkedIn (linkedin.com/in/davecarhart)

27. Resources
Managing by Defining Moments by Geoffrey Meredith and Charles Schewe
Connecting Generations, The Sourcebook for a New Workplace by Claire Raines