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WELCOME

Welkom Bienvenu Приветствовать Bienvenidos. Tervetuloa مرحبا Selamat datang स्वागत. WELCOME. Re-Generation. Partnering with Academic Institutions to Benefit Your Recruitment Efforts and Your Own Career Development. Our Half-Hour Challenge. 2 parts

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WELCOME

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  1. Welkom Bienvenu Приветствовать Bienvenidos Tervetuloa مرحبا Selamat datang स्वागत WELCOME

  2. Re-Generation Partnering with Academic Institutions to Benefit Your Recruitment Efforts and Your Own Career Development

  3. Our Half-Hour Challenge • 2 parts • Generations in and entering the workforce • Partnering with Academic Institutions • Informal conversation and information sharing • Please do not hesitate to email me at rupertj@newschool.edu if you have questions

  4. The Generations (approximate periods) • Mature/The Silent Generation 1925-1945 • Baby Boomers 1946-1960 • Generation X 1960-1980 • Generation Y/Millenials 1980-2000 • Generation Z/Rx/Homelanders 2000-2020 NOTE: US American, middle class perspective. Additionally, there is disagreement as to the uniformity within generations, especially Y. Sweeping statements to be examined critically, which are nonetheless useful.

  5. Traditional/Mature/Silent Generationborn pre-1945 • They or their parents lived through the depression, New Deal • Lived through WWII • “Traditional” U.S. American work ethic that says work hard, do what you are told and be grateful to have a job. • Not the parents of the Baby Boomers • Many became the “core” of justice movements

  6. Baby Boomers • Grew up in a very prosperous post-WWII period • Their parents (the GI generation) were determined to raise children who would question—not look to a Hitler or Big Brother • Sexual Revolution, Consciousness Revolution, Protest of Vietnam • Progressive parenting styles

  7. Generation X • MTV Generation, latchkey kids, independent • Saw parents downsized, have been downsized • Distrust of corporate culture, dislike of politics and bureaucracy • Flexibility, work/life balance are paramount. Many would take less money for more flexibility • Xers require learning and professional development opportunities as well as a variety of career options. They know that lifelong learning is the key to lifelong employment. • Pragmatic, appreciate direct communication

  8. Generation Y/Millenials/Baby Boomlet • Seen as entitled, requiring praise and handholding. They have NOT been trained for the work world. • Parents brought them up to have high self-esteem—and they do • Believe they can afford to be picky, no problem job-hopping if not given meaningful work • “Helicopter Parents” hover AND offer fallback position of moving back home • Very confident and want their input to be taken seriously • Require subtle communication, sometimes minutely step-by-step instructions and ample feedback/praise • Explain how “small” tasks contribute to the whole

  9. Generation Z/Rx/Homelanders • Sometimes called Generation Rx because medication has been pervasive in this generation from a very young age. • Projected that they will be “smothered” by Gen X parents who want to “be there” for them in ways their parents and country were not

  10. Considerations • Cross-Cultural Communication • Familiarize ourselves with the general picture and realize that cultural or, in this case, generational factors may underlie difficulties in communication or expectations • Y’s “Entitleds” are reminiscent of X’s “Slackers” • Disagreement about the validity of the assertions being made about Y’s • Consider ways to pool strengths rather than setting generations against each other

  11. Why Partner with Institutions? • Long-term investment, long-term payoffs • Recruitment efforts • Institutions have their fingers on the pulse of current knowledge in multiple fields AND the character and quality of students/entering workers • Deeper relationships quality vs. quantity • You can influence academic content

  12. Your Own Career Development • People are people! There are relationships and win-win deals to be made! • Advisory Committees • Potential free classes for you or your staff • Very good networking opportunities among students, professors and professionals in various fields

  13. How? • Identify programs of special interest to your organization • Make some phone calls • Send information • Offer to do an info session or serve as a panelist • Offer to meet with career staff, professors, even admissions staff about what you are looking for • See if there are advisory committees in place and, if not, suggest one • No time? Start small. Go to coffee. Simple conversations one year can yield wonderful results the next

  14. Idea Share: What works? What to try?

  15. Thank you!

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