Finally some good press for today’s twentysomethings!

I’ve been an evangelist of Gen Y for years and am pleased to see this more positive portrayal of a generation I’ve found to be smart, creative and ready to make a positive contribution to their workplaces. And I’ve been thinking a lot lately about the fact that the oldest Gen Ys are now entering their 30s and taking on more and more leadership positions. Inevitably, this will bring some big changes to the work world. Here are three predictions:

1. We will expand and lengthen the definition of “entry-level.” Because Gen Ys are extending the onset of adulthood into their mid-twenties or even age 30 (a phenomenon that I believe was confirmed when the new U.S. health care legislation determined that young people can stay on their parents’ health insurance until age 26), I think companies will follow suit in treating the twenties are more of a career training period.

I believe we will see expanded internship programs (perhaps lasting several years beyond college), more alumni career resources being offered by universities (so there is less pressure to choose a career by age 21) and longer corporate rotational programs — perhaps moving from two years to three or four. The days of graduating college and joining a company for life are long over, but we are only beginning to see companies develop creative new approaches to career pathing. For interesting examples, check out Best Buy, Google and Zappos.

2. Titles and career paths will become more customizable. According to MTV’s 2010 Millennial Edge survey, 81 percent of Millennials agree with the statement, “I am always expressing myself in different ways.” We’ve already seen this attitude in the workplace with Gen Ys seeking work/life balance, holding out for careers they’re passionate about and not hesitating to leave jobs that don’t feel fulfilling.

Over the next decade, I predict that companies will respond with more customizable titles, rotational programs, work schedules and other opportunities for employees to express themselves and their unique preferences in their careers. This Gen Y characteristics will lead to more entrepreneurial desire as well, so companies that offer opportunities for intrapreneurship or support “moonlighting” will also have an advantage in attracting and keeping young talent.

3. “Standard” business communication will evolve. We’ve already seen business become much more casual. When was the last time you called a colleague or client “Mr.” or “Ms.” or wrote a formal business letter? While I firmly believe that good grammar and face-to-face interaction should never go away, it’s clear we are headed for more text message speak (“LOL” was just added to the Oxford English Dictionary, after all) and more virtual communication as the “digital natives” of Gen Y begin to run the show.

Because human interaction is still incredibly important, my belief is that the technology will improve so that even virtual communications feel personal, such as better video chatting software and more realistic meeting technology such as Cisco telepresence. Even if you can’t be in the same room as a client or colleague, you’ll feel as if you are.

What predictions do you have for the way Gen Y will affect the workplace in the coming years? Please share!

I was struck by a recent front page story in The New York Times that discussed the steady rise in Chinese students applying to U.S. colleges and universities.

While the article focused on how schools like Grinnell College in Iowa actively recruit in China and how an international students can “have an edge if he or she can pay full tuition,” my mind immediately fast-forwarded four years: Will the same universities that wooed these students and took their money help them land jobs when they graduate? No one seems to be talking about this.

Well, no one that is except the students themselves. On almost every campus I visit, international students from China and elsewhere approach me seeking advice on how to land positions in the U.S. once they receive their degrees.

Here are the tips I share, based on research, conversations with successful international workers and my own experience attending grad school in Australia and acquiring a visa to work there for an additional year:

1. Start early. This is good advice for any student (particularly in the current job market), but it’s especially crucial for students from outside the U.S. It will inevitably take longer to find a job with an employer that sponsors employees requiring work visas, so the sooner you start to look for positions, the better chance you’ll have.

2. Become an expert on the laws. Take it upon yourself to become an expert on your situation. The more you personally know about visas, work permits, deadlines, academic requirements, etc. (check out the U.S. Citizen and Immigration Services website for lots of information) the better decisions you’ll be able to make and the more empowered you’ll feel. Yes, this is a lot of work, but it’s more than worth it.

3. Engage with career services. In addition to doing your own research, seek expert help. Particularly if you attend a school that has a large population of foreign students, your university’s career services office will have lots of experience helping international students. Take advantage of everything they offer! Attend any event specifically for international students, read all information your career services office publishes and set up an appointment with a career counselor to discuss your individual situation.

4. Network. As more and more international students attend U.S. universities, there is a growing community of alumni who have walked in your shoes. Meet these people and ask for their advice! Through your career services office, professors, LinkedIn and Facebook, seek out people a few years older than you who have come from your home country and managed to find jobs in the U.S. They’ll likely be happy to share some tips and possibly even introduce you to the hiring managers at the companies where they landed jobs.

5. Stay positive and confident. While it can be frustrating to go through an international job search and visa application process, remember that you have a lot to offer an employer. Fluency in multiple languages, knowledge of international business practices and a global perspective are all extremely valuable in the workplace right now. Make sure that you are confident in your own abilities so an employer will want to invest in you.

Are you an international student who has landed a full-time job in the U.S.? Please share any additional tips or advice!

They are nothing short of global epidemics. Over 81 million young people are unemployed worldwide. In the U.S. nearly 20% of young people are unemployed–with millions more underemployed–and in countries such as Spain, the youth unemployment rate is as high as 40%. The fact is that the mantra of “work hard, get good grades and go to school to get a job” is dead and antiquated. Young people must leave the resume-handout mindset behind and learn to become self-sufficient entrepreneurs that are capable of generating their own incomes. I believe this is an achievable goal.
2.  What do you consider a “real” job, and why do you encourage young people to avoid it?

A “real” job is one where you work for another individual and see no real value or upside from the work product you produce–or a place that forces you to put all of your eggs into one basket that you are neither holding nor own. In today’s new economy, where layoffs, hiring freezes, automation and corporate greed have become commonplace terms, I think it is unwise to rely on anyone but yourself when it comes to something as vital as your livelihood. To avoid the need for a “real” job, young people need to build simple, unoriginal, unsexy businesses that are capable of generating immediate revenue and can be built over time. We must stop thinking about building the next Facebook and start actually building the next tutoring service or plumbing company.
3.  What is the biggest challenge young entrepreneurs face, and how do you suggest overcoming it?

Young entrepreneurs need to kill their egos. Reality check: your business will probably not become the next Groupon. The “rich by 30″ mentality is setting us back and pushing us down the path of launching start-ups built on nothing more than hopes and dreams. Plain and simple, this is stupid and will bankrupt us. We need to get real–fast–or be doomed to become a lost, foolhardy generation.

4.  What advantages, if any, do Millennials have over other entrepreneurs?

We are the most technologically savvy generation in history and we usually have the ability to scale our lifestyles down to the bare bones necessities. These abilities allow us to create low-budget, minimal infrastructure start-ups with relative ease.

5.  What is your #1 piece of advice for young entrepreneurs?

Be afraid, but not afraid to fail. Failure is GOOD! Be afraid to have never failed. Be afraid to look back on your life and see nothing but dead-end jobs and regrets in your past.
Scott Gerber is a serial entrepreneur, angel investor, media personality, public speaker and the most-syndicated young entrepreneurship columnist in the world. He is the founder and CEO of Gerber Enterprises and founder of the Young Entrepreneur Council. Scott is also the author of the book, Never Get a “Real” Job.

Here is what Jenny had to say about Gen Y and how they approach their job searches and careers:

1. What do you feel Gen Y job seekers have to offer that older (more experienced) candidates don’t?

Gen Y has been brought up using the Internet, watching live, 24/7 news, expecting instant communication and emerging as the world’s first generation of “digital natives.”  Today’s global economy brings new challenges and new rules; it truly is a new world—and Gen Y speaks the native tongue fluently.  Their unique perspective and new thinking –also known as the “Gen Y Way” – brings a new view on a more socially conscious, global world.

2. You mention in your book that Gen Ys have a ‘why not?’ attitude.  What do you mean by this and how is it an asset?

Think about it this way – in your own working environment have you learned more from the folks who have taken your direction as law or those who’ve stepped up to the plate and asked “why”?

In my opinion, an office full of robotic employees can only get you so far.  Gen Y asks questions.  They’re inquisitive and it’s been interesting to see some media thought leadership that’s condoned this quality.

When Gen Y questions the status quo, it’s because they’re looking at the situation through a different lens, and what they see doesn’t add up.  They see that the old ways don’t work—and they can’t help but question why we’d want to continue down the wrong path.  This type of questioning shouldn’t be chastised—it should be celebrated and rewarded!

3. What are employers’ biggest misconceptions about Gen Y?

“‘Generation Whine’ is entitled and needy.”  For the past 15 years, I’ve been able to observe this remarkable group.  What Gen Y really is, is the most misunderstood generation in history.  This group is bringing new perspectives, new values and new thinking to the table – and this is exactly what we need to solve the challenges facing our world today.

They question old thinking and assumptions, and the reality is (as mentioned above) some people don’t like having their feathers ruffled. Gen Y also looks for collaborative methods to get the job done, which can differ from other generations’ beliefs that it’s a one (wo)man show.

At the end of the day, they’re less focused on financial endeavors and more so on creating a new set of life experiences and a balanced living.  Gen Y isn’t whiny; what they are is in constant pursuit of new opportunities to learn and grow.

4. What is Gen Y’s impact on the workforce (positive or negative)?

I’m obviously going to say positive, but don’t take my word for it!  Here in Massachusetts, efforts to attract and retain young, educated talent are a high priority.  The Massachusetts Innovation & Technology Exchange (MITX) launched a “Recruit and Retain” initiative to promote the growing new-media industry in the state, and to counter the misconception that all “cool” innovation is happening on the West Coast.

Today, many mainstream companies are attempting to step up the marketing of New England to attract the up-and-coming talent that is so critically important for innovation and growth.  This effort by MITX and New England companies is indicative of the fact that the world is beginning to place a higher value on the Innovation Generation’s fresh thinking.

One need look no further than President Barack Obama’s utilization of social, collaborative technology in his campaign in order to assess the value of this new type of thinking.

Do you agree with Jenny’s assessment of Gen Y? How do you feel about being a member of this generation or working with Gen Ys? Please share your thoughts in the comments!

One of the most common recommendations I give to young professionals is to ask more experienced people for advice. After all, there’s no better way to know how to do something than to ask someone who’s “been there, done that.” This is also known as informational interviewing and it’s a great strategy.

However, what I’ve been observing lately is that a lot of students and recent grads don’t know how best to ask for advice and guidance. The better your ask, the better the answers you’ll receive, so here are some tips:

• Make it easy for someone to say yes to your request for help. When you ask someone for advice, be specific about the kind of help you need (job hunting advice, career change advice, etc.), request a specific amount of time (1530 minutes is usually appropriate) and offer to call the person or meet at his or her office at his or her convenience. Then, be sure to confirm 24 hours in advance so the person knows you’ll show up.

• Do not ask to “pick someone’s brain.” Okay this one is more about how not to ask me in particular for advice. Some people don’t mind this phrase, but I definitely do. Why? First of all, I think it sounds kind of gross (think about it). Second of all, it is very one-sided: if you are picking my brain, what’s in this conversation for me? It feels as if I’ll be left brainless afterwards. My advice is to always request advice in a way that makes the ask-ee feel respected and like he or she will leave the conversation with something, too.

• Be specific. Instead of saying, “I’d like to hear some general advice” or “I’m happy to know anything,” show that you’ve done your homework and you are looking for particular advice or tips. For instance, “I know that you started your career in accounting, but you switched over to consulting. I’m thinking of doing the same and would be interested to hear how you made the decision.” Or, “I am not sure what I want to do after graduation, but I know I want to use my writing skills. Can you share some advice on how you’ve built a career with your writing?” It’s perfectly fine to prepare a specific list of a few questions to guide the conversation. Don’t bring a laundry list, though — five questions is about right.

• Request “assignments.” One of the ways to turn an informational interview into a real relationship is to ask for the person to give you a few assignments, such as recommending that you subscribe to a particular industry e-newsletter, join the discussions in a particular LinkedIn group or read a specific business book. The reason I like this strategy is that it gives you a reason to follow up with this person in the future when you’ve accomplished the assignment that he or she has recommended. It’s a way to show that you are a person who listens and takes action, and it sparks another conversation about the action you’ve taken.

• Ask, “Is there anything I can do to help you?” Even though you’re a student or just starting out in your career, you never know how you might be able to help another person. By asking this question, you are showing that you understand that the best networking relationships are mutually beneficial. Even if the person doesn’t need anything right now, he or she may want to reach out to you in the future and this question sets up that opportunity.

• Say thank you. I’ve written about this before, but it bears repeating. I am constantly shocked at how many students email me for advice, I respond to their request and then I never hear from that student again. I once asked a student why she never thanked me, and she said, “I know you are really busy so I didn’t want to bother you with another email.” Trust me — receiving a thank you is never a bother. Thanking someone after he or she has helped you is an absolute must and will make it more likely that this person will want to help you again in the future.

Do you have any other dos and don’ts for asking more experienced people for advice? Please share!

According to a recent post on NewYorkTimes.com, 75 percent of Millennial-aged American respondents to a survey sponsored by the Wi-Fi Alliance said that a week without Wi-Fi would leave them grumpier than a week without coffee or tea.

I read the article and didn’t give it much thought. After all, when would anyone actually have to live without wi-fi, coffee or tea?

Well.

Late Sunday evening, I landed in London after a long flight across the Atlantic Ocean. About three seconds later, I did what I always do when my plane touches down on the runway: I turned on my BlackBerry to check messages.

Although I had called my wireless provider before I left the U.S. to make sure my phone, email and texting capabilities would work overseas, my BlackBerry did not get the memo. “No Signal” was all it said, no matter how many buttons I pressed, no matter how many settings I adjusted, no matter how many times I turned it on and off and removed the battery.

The next day I tried everything to get it working — hotel concierge, mobile phone store, email to customer support, paying a fortune to actually call customer support from London — but my BlackBerry still would not work. So I resigned myself to four days without constant connection. Here is what happened:

1. I paid more attention to my surroundings. During some down time on my business trip, I took a two-hour double-decker bus tour of London. It was fabulous: Big Ben, London Bridge, Covent Garden, Buckingham Palace and all amazing stops in between. I’m embarrassed to say, though, how many times I felt myself instinctively reaching into my bag to check my BlackBerry for messages.

Each time I realized I didn’t have it, I was forced to notice more of the incredible architecture all around me, discern more of the marks from where bombs fell in World War II and take in more of the historical facts the tour guide was sharing. I know this sounds incredibly cliché, but I really did digest more of my surroundings because I was totally present and not splitting my attention between London and a tiny screen.

2. I missed sharing. All of that said, I also felt some disappointment that I couldn’t immediately share the experience with everyone back home. I’ve become so accustomed to tweeting, Facebooking and sharing on LinkedIn that I kept thinking about what I wanted to tell various people about various things — personal and professional — that happened on my trip. I wish I could share all of that with you now, but I forgot most of it. Social media really has become an indispensable and important part of my personal and professional life.

3. I checked email more efficiently. This is a well-known email management strategy, and one that I have trouble implementing when I’m in my own office. One of the most effective ways to manage email is to check it in batches a few times a day. Because I was out and about in London without my BlackBerry, the only way I could check email was in batches when I returned back to my hotel once or twice a day and in the evenings. I found that I zipped through messages pretty quickly because I answered them in bulk rather than in a trickle throughout the day. If you struggle with email management, give this batching tactic a shot. I’m going to try to stick with it when I get back to my desk.

4. I found alternatives. Instead of calling my husband from my BlackBerry as I usually do when I’m traveling, we used Skype and our webcams to video chat from across the ocean. It was great and we’re planning to do that every time we travel. Instead of calling in to a webinar I was teaching, I tried out the VoIP system on the webinar system and it worked just as well — and was totally free. And, instead of burying my head in my BlackBerry to find directions around town, I asked people for directions and, in the process, had some really nice conversations and got some great recommendations for additional places to see and things to do.

Will I go back to using my BlackBerry when I get home from London? Absolutely. But I’m surprised how glad I am that I had the experience of living without it. If you’re feeling overwhelmed, disconnected or in a rut, I recommend shutting off your mobile device for a few days and see what you learn. The results may surprise you.

Every day there are stories in the media about Generation Y: They have helicopter parents who run their lives! They are a “lost generation” who will never find jobs! They are coddled and entitled and can’t pay attention for more than 140 characters at a time!

While there are certainly truths underneath these headlines — many Gen Ys look for parental support, they are facing a very tough job market and they love texting — I’ve often wondered why, particularly in today’s challenging times, we aren’t eager to seek out more positive stories about our future leaders. In my experience working with and studying Millennials for the past eight years, I’ve found a large majority of them to be amazingly optimistic, innovative and courageous — particularly the women, many of whom have grown up with access to more life options than any generation of women in history.

When I was approached by Levi Strauss & Company to collaborate on a research report seeking to dig deeper into the attitudes, experiences and goals of Millennial women, I jumped at the opportunity for quantitative data to back up my personal experiences. Through this research, “Shaping a New Future,” I’ve had the privilege of digging deeper into what Millennial women are thinking, where they turn for advice and how they see our shared future. And — spoiler alert — I’ve found even more reasons to be optimistic about Generation Y.

Read the rest of this post on HuffingtonPost.com…
Disclosure: I am a paid consultant and spokesperson for Levi’s Shape What’s to Come campaign.

1. Spell the recruiter or hiring manager’s name right. Of the emails I received responding to the position I posted, about half spelled my name wrong. That’s an instant sign that a candidate lacks attention to detail.

2. Know as much as you can about the employer. The job I posted was for an intern to help edit the second edition of my book, Getting from College to Career. Although I didn’t require anyone to read the book before interviewing with me, the two people who had taken the time to read even one chapter impressed me the most. The one who read my entire book got the job. Given the amount of information you can find on the web, it’s inexcusable not to thoroughly research the company — scour its website, use its products, read its press releases — that you want to work for.

3. Be positive. Particularly in challenging economic times, employers want to hire people who will be a positive, helpful presence. No one likes a complainer. This includes criticizing a previous employer. A job interview is your chance to shine and to demonstrate your enthusiasm for a position; even if you’re a little bitter from a previous experience or a long job hunt, don’t let those emotions creep out in front of an interviewer.

4. Send a thank you email within 24 hours of interviewing. If I don’t receive an email within a day of the interview, I assume the person is not really interested in the position. The thank you email doesn’t have to be long; it just has to be sent. Although handwritten notes are lovely (and can be sent in addition to an email), in this day and age you have to be fast.

5. Respond positively to rejection. I was extremely impressed by a few applicants to my internship who wrote me very nice notes in response to my email saying that I had chosen a different candidate. Their graciousness has led me to keep their resumes on file in case I have a position in the future that might be a good fit.

What other simple strategies do you recommend for job seekers? Remember that seemingly small actions can make a very big difference!

Here is an excerpt of my letter:

As I read Robin Marantz Henig’s discussion of 20-somethings, I was struck by the sense that the new life stage she was ascribing to this generation could actually be something that adults of all ages experience today: feeling unstable, struggling with ferocious competition for jobs, wondering if our relationships and finances can go the distance.

I consider it progress that every young person doesn’t feel the need to complete school, leave home, marry and have a child by a certain deadline. There is no “one size fits all” adulthood…

Read the rest of the letter here.

What did you think of Marantz Henig’s article? Please share your thoughts!

Lots of people are buzzing about the recent New York Times Magazine cover story, “What is it About 20-Somethings?” The article focuses on the fact that today’s 20-somethings are “delaying adulthood” by moving back in with their parents, marrying later and hopping from career to career.

The article speculates about whether these shifts are happening because of the current economy, a fundamental change in the definition of adulthood or — as many of the article’s more negative commenters believe — the “entitled” nature of the Millennial generation.

Personally, I believe that 20-somethings are simply reflecting the reality of our current times. But I have seen evidence that some Millennials aren’t aware of the way they are perceived, particularly in the workplace. Every day I hear recruiters and employers complain that today’s young people have a sense of entitlement — a belief that they deserve jobs, high salaries and advanced responsibilities even when they don’t have much experience.

Whether you personally feel this way or not, it’s important to understand that this perception of 20-somethings is out there. In many companies, the older generations are still in charge, so when you are looking for a job or wanting to advance in your career you’ll have a better chance of success if you avoid the “entitled” label. Here are some tips for overcoming the “E” word:

1. Show appreciation for responsibility and opportunity.
One of the biggest grievances I hear from managers is that Gen Y employees expect to be given high-level, exciting work on Day One of a job. Never forget that you are being paid to work! And your bosses probably “paid their dues” for a long time to get where they are. Many of them expect you to pay your dues too, even though technology and business move much faster these days.

The best way to receive the kind of work you want is to do a great job with every assignment you’re given. Then, when you do receive increased responsibility or a cool project, be sure to say thank you to the person who assigned it. Gratitude is remembered and rewarded.

2. Follow protocol.
While you may want to share your suggestions directly with the CEO of your company, it’s probably more appropriate for you to share those thoughts with your direct boss first. This type of hierarchical reporting structure may change someday when Gen Ys are in the corner office, but for now, it’s reality. If you’re not sure whether it’s okay to reach out to someone at a higher level, ask your boss first.

3. Focus on what you can do for your employer, not the other way around.
In cover letters, email messages, conversations with recruiters, salary negotiations, etc., make sure you frame your value in terms of what you can offer, not what you need. Recruiters roll their eyes at cover letters that begin with, “I would like to find a position in which I can learn.” Likewise, negotiations fail when you ask for more money because, “I need it.” You’ll have a better chance of getting what you want when you focus your argument on how it will benefit the company in terms of increased sales, more productivity or lower costs. Always ask yourself, “What’s in it for them?”

As I read through the above list, it strikes me that avoiding the entitlement label is really about using your common sense and best manners. What do you think? Please share in the comments!