The 9-To-5 MakeoverBlog

The Lost Art of Negotiation

Just what is negotiation?
Is it asking someone for what you want, with the hopes they give it to you? Or, perhaps, it’s sharing your demands and seeing how people react to it?

Many people think they know what it is, and by extension, believe they are good at it. But are they?

Effective negotiation is one of the most important skills to have. While many embark on discussions involving the art of negotiation with confidence to ask for all they wish, few are able to successfully do
in job offer situations, we often talk about negotiation in terms of salary.  Quite simply, candidates and their prospective employers have ideas about what an appropriate salary is but the two sides are typically not a match on this number in the beginning.

Many candidates ask me what they should do these situations. Should they ask for their ideal number, or even, higher than what they want? Or, perhaps, should they just be happy to have an offer and keep their mouths shut?

While not a self-proclaimed expert in this arena, I have learned quite a bit of helpful tips over the years from my profession. I have acted on behalf of others to negotiate salaries but also have respected when candidates give it a go directly with a potential employers.  I have learned, however, three things that have served well in negotiations that many candidates overlook:

1. Ask for your optimal salary… and make sure that it is based not on misinformed ideals.

People ask me if they should ask for their ideal salary on the ‘high’ end of the scale. I say, absolutely. But before all of this, I ask them what that number is, and more importantly, how did they arrive at it?  Generally speaking, people should always ask more for what they’d minimally be satisfied with when talking about the offer. However, if you ask for a salary that is much, much higher than market averages, or that you can’t quite justify with reasonable data points, you should reconsider. I had a candidate in the past year tell me he asked for a salary that was $15,000 more than what I had recommended he propose a potential employer because he just felt like he deserved every penny of it.  You want to base your 'ask’ on trusted, validated sources – not that it might fill a hole within your ego. Such sources might include internet research from social sites like Glassdoor, reaching out to friends who work or have interviewed at the company, or recruiters who work with such companies & industries often.

2.Make it short and sweet. That means, quite frankly, to shut up.  

Many candidates prepare an elaborate statement of what their preferred offer should be, and list all the reasons behind it. They even continue, within the same breath, to volunteer that they’re flexible on salary, implying they will take something lower than what they are asking.  


Getting a case of verbal diarrhea is something most people need to get over quickly.  To be effective in the negotiation process, ask confidently what you want and do it succinctly.  Take a breath, pause, and enjoy the silence. Wait for what the other side will say.   A former boss of mine told me that silence is something that adds to your favor when negotiating salaries – don’t muck it up by sharing too much information about your position. While it might be true that you will take the salary that the company offered to you right out of the gate, they don’t need to know that right away.  If you can share solid reasons why you are looking for more, state why and keep it focused on that point.  

3.Respect that it takes two to tango. 

This advice goes with the first point I discussed. Yes, generally, asking for more is a good thing.  However, you should know your potential company well enough to decide if your request will be taken favorably or if it will tick them off. If you don’t know the answer to that, talk it through with a trusted person in your circle (spouse, friend, co-worker, or hey, your recruiter!) to get a balanced opinion on the matter.


Have a favorite negotiation tip? Share your thoughts now.

Posted 142 weeks ago
Posted 142 weeks ago

The Subtle sides of Awesomeness

Why is it that most people hate to talk about the very things in which they excel? Outside of champion athletes or famous people known for being top performers in their field, this question holds true to the average person, I believe. Just think about the myriads of interview questions that demand you state why you should be hired over the guy with the exact same credentials. It forces you to share why you are indeed the BEST and to provide the supporting evidence as to why.  


Many candidates say to me, “Mary, I don’t want to come across as a conceited bastard.” I disagree that it has to be perceived that way. Tooting your horn doesn’t have to equate with an exercise in arrogance. Rather, think about it as a chance where you can show how you’re able to solve a problem quicker, better, more effectively than anyone else. With many behaviourally-based or open-ended interview questions, you’ll be given the opportunity to share whatever past situation you’d like.



When you’re talking to people, don’t think you’re dazzling them with a rundown of all the awards you’ve won, or that you’ve exceeded quota for multiple quarters in a row.  They should already see the tangible data supporting your accomplishments on your resume` or CV.  However, face to face conversations need to persuade others of your brilliance.  Just remember you’re picking the example from your history that best showcases a rare display of excellence – I recommend to candidates that they want to prepare ahead of time and think about the accomplishments in their work history that shows them at the very best. Remember, what you talk about doesn’t have to be about tangible things they see already on the resume.  



In fact, I recommend to people to have at least 2 examples that they can refer to when talking to interviewers to showcase their strengths.  One of the examples can expand on any tangible data driven samples given on your resume, sharing more details about your involvement. The other example, however, should focus on the intangibles… or soft skills. These are qualities such as your exceptional interpersonal skills, superb delivery of customer service, and incredible leadership under pressure or unmatched analytical ability when interpreting data. Having both examples will serve the purpose of confirming what interviewers probably suspect about you as a top candidate, while also giving an example of something they may not expect of you.

Posted 142 weeks ago

Free Food? Cool People?  Short Commute? -- Why should people want to work at your company?

As recruiters constantly tell their candidates they should be well acquainted with their own ‘elevator pitch’ when talking about the best attributes about their professional selves, companies are not immune to the advice.  Think they fare as well to prepare the primary talking points of why they ought to be considered top of mind as the employer of choice to job seekers in their industry?


Some, including large corporations - with their well-equipped and staffed marketing and HR departments – typically do. However, a good many do not.I recently talked to a prospective client to answer this question.  I asked why would people want to work for them, say, instead of their top competitor or anyone else?  The owner sat quietly for a bit, thinking.  He emerged from
the silence to offer that insurance for their employees would be the main
reason why job seekers would want to work with them.  Because the company
worked in an industry relatively new to me, I held back judgment in thinking
that he had given a very weak reply and said nothing. I continued to listen,
hearing that workers are pretty appreciative that they get medical insurance
because most do not in his industry.  If you follow my blog or have worked
with me in the past, you typically know that I’m all about people being
familiar with their strengths – and in particular, using their unique,
superlative examples as their best selling points.  And this was no
exception to this potential client. I wasn’t that impressed, jumped in and
said, “Well, say everyone in your industry offered benefits. Why would people
want to get out of bed to work for your company than any other one?”  He
struggled a bit and started to name attributes that were not necessarily unique
footprints of their organization like them being situated close to the downtown
area, making it a close commute for many people looking for work.


I stopped him and asked him to consider the question from another angle. Think about all the best things about working at your company and why you’d want to share that with other people? I broke it down a bit more, saying it didn’t have to be the tangible things -like benefits or, even, compensation, for that matter.  I continued to say that he should name what he was proud of as an employee of the company – after all,he had mentioned earlier our visit that he had worked for his company for almost a decade.


He shared that for the entire time he had worked at the company, saying that he had first come in as an assistant,and then worked his way up through promotions to learn different aspects of the business. He enjoyed the variety and felt that workers nowadays don’t really have opportunities to learn more shown to them and that he appreciated his experiences for career development a lot.

He even shared that he had been offered more money at competitors along the way, but the level of contribution & the active role he played in the business wouldn’t be met at other places.

He also talked a time when a co-worker’s mom was involved in a car accident, and had to be away from the job a few days a week to attend to doctor visits, planning care for arrival at home, and other things. People in his department came together to figure out a way that their co-worker could spend time with her mom for at least half of the work-day to get things situated, even though her absence posed a huge customer service issue for the company.  He remarked that people felt very supportive of the co-worker, and that they all wanted to do more for her during this traumatic time.  With the people in the department, they worked out a temporary plan for everyone to help cover her work while she was out, resulting in that these customer service activities could be met. These were things not normally in people’s typical job description, but they rallied together because e felt they really had a caring environment for his teammates there.

He stopped talking, grinning at me.  He then said, “Ohhh. Now I see what you mean.” I nodded and continued to say that his personal experiences and motivation of why he stayed would be an excellent place to start when thinking about the key selling points about his company to prospective employees.  While they weren’t the ones to offer the highest in salaries and yes, they did offer benefits to people, their compelling selling points were best served by his example of how employees were treated there.  It was easy to find more attributes that stood out as unique and desirable to make their company be seen as an employer of choice.All they needed to do was focus on the aspects that made him and others feel proud of why they worked there. Digging deep to find your organization’s best and one-of-a-kind ways to shine should be among the reasons in your elevator pitch to candidates, and customers.

Posted 143 weeks ago

The Interviewer is cursing at me, and just invited me back for Round 2. What should I do?

Time to time, I get requests from people I may not know personally about  various questions on interviewing. They want me to give my take on how they should handle the situation, or , in fact, if I think they’ve handled the situations correctly.  Recently, someone told me of an interview he had gone on where one of the interviewers had started to use foul language while keeping an aggressive, adversarial style of questioning with him.  He mentioned that from the moment they sat down, the interviewer seemed annoyed by him and appeared to challenge or belittle him on everything – where he went to school, what he studied, where he worked previously, etc. He thought that his shot of working at this company was over and felt that he was treated unfairly as he didn’t believe he said anything controversial or offensive in his responses to warrant the interviewer’s reaction. The candidate asked me, “Mary, was he trying to tell me I stink, or was this a real test to see if I’d be rattled?. I felt so helpless.”

Frankly, this was a hard one for me to answer. Not knowing anything about the company interviewing this candidate, I had to think about the facts presented in front of me. There are employers out there that deliberately utilize a ‘good cop’/'bad cop’ interview strategy. While it is typically a pleasant and fun experience for interviewees when speaking to the amenable interviewer, the bad cop interviewer tests how the person handles stress, negative situations on the spot. Generally, you see this for roles where overcoming challenges, objections, or skepticism is a paramount ability. However, the candidate had interviewed for a role that didn’t interact with customers or external people too much, so I had felt that there might have been a huge chip on the interviewer’s shoulder and had been out of line.  The candidate, however, wrote me a few days after his first email and said he was called back for a 2nd interview.  


I was in disbelief at first. But, the more I thought about it, I was convinced that a bad cop interview tactic had been employed due to a very challenging work environment this role would likely face. The challenge wouldn’t be from customers but rather the manager or someone in a role of authority. I asked the candidate how did he respond to the interviewer – did he start cursing back at him? Or, did he politely tell him to stop talking that way. The candidate said he was very polite and acted as if the man had been pleasant to him the entire time.  

I had heard everything I needed to know about whether I’d recommend he continue the interview process.  Frankly, I wanted to recommend he stop interviewing with them but I was curious to get his take on why they’d bring him back after feeling like he was so helpless during the interview.  He took a few days to reply back, and when he did, he said it was probably because didn’t put  up a fuss when being criticized.

“What do you think that says about their expectations of this role?” I asked. I continued to say that they were probably looking for a Yes man, or someone who could put up with unnecessary or outrageous levels of expectations without batting an eye.  He was shocked. I continued to say that if he did choose to go on the interview, he should ask them very pointed, direct questions about their team history – namely, how many times they’ve had to replace the role in the past 2 years. The candidate read between the lines of what I was implying, didn’t feel comfortable with that, and thanked me for me time.  I didn’t know if he were planning to visit that company for the next phase of interviewing as he didn’t contact me back.

Fast forward four months,  I got a hand-written note in the mail from the candidate saying that my observations were correct. He had gone on that second interview and decided to ask deeper questions of what I suggested previously. He said that, in response, the interviewer called him a  'f&*k(ng baby’ and ended the interview abruptly.  

I think there is a lesson to this keep in mind with this story. Even though you might try your hardest to get into that special club, it’s not worth if it makes you feel inferior or disrespected. Feeling helpless as your first impression is a sign you should not ignore… and it’s one that tells you to steer clear of the impending mess.

Posted 143 weeks ago

Thoughts On The Open Letter

I read the Open Letter to the CEO of Yelp that Talia Jane wrote recently. I have to say that I have mixed feelings on this. While I think Jane writes very well and stirs some empathy within me – she does bring up compelling reasons of why companies ought to examine their pay philosophy when it comes to certain kinds of workers – I honestly can’t say I feel too sorry for her. 

While I don’t align myself with the snarky retorts from critics,  it makes me wonder about people today. Specifically – it makes me wonder if society has turned ‘soft’, or perhaps, as others label it, is secure with a sense of entitlement. Sure, it is not an ideal situation to work in a job that does not pay you what you desire – after all, the workplace is one place where you will spend most of your waking hours. However, there are reasonable alternatives that exist to contemplate such a situation for the better. For example, I think about all the underpaid people in the world who seek a second job or gigs on the side to improve their financial situation.  I look at several family and close friends who came from much dire circumstances than Jane, with the responsibility of young children to support or older parents to take care of on that minimum wage salary. They hustled, worked multiple jobs to make it happen. Instead of getting stuck in the debate of pay scales and their fairness, or that this shouldn’t happen to people with college degrees, they clocked in  to work with all the  sweat equity they had to focus on the simple fact that they needed to make it work. Furthermore, people throughout time have recognized this phase of low pay during your early career years as a time to put in your dues. You think you’re the only one who has been paid a low wage? People have, pardon my French, sucked it up because they chose to see some value, some point to what they were doing while finding comfort in knowing it would not be forever.  

It reminds me a bit of a time a few years back when I interviewed a candidate who graduated from a top, well-known university in Southern California, and who shared her ideas around what her first job should be paying. She confidently mentioned that as she had completed her bachelor’s degree in Sociology, she thought that a minimum salary to expect would be no lower than $55,000. Taken aback by the comment, I asked her how she arrived at that number.  She scoffed, saying that she had graduated from a university with a great, high-profile reputation and besides,  it’s one that 'everybody knows because we are always on TV because of our football team’. She didn’t like when I asked her what made her different from everyone else who have bachelor degrees, and who’ve graduated with higher GPAs with relevant work experience. It’s important to note that she spent more time talking about the unfairness of certain graduates getting higher pay if from a different college rather than answering why she was more qualified and deserving on skills or talents.

I feel that despite the accomplishments reached via education, you really show what you’re made of from the intangibles – drive, innovation, curiosity, strength & grit, determination. And… How you choose to respond speaks volumes about you. You can choose to juggle two or  three jobs or perhaps turn a hobby into a revenue-generating endeavor to create an improved financial  situation for yourself. Or, as Jane did, post links to her personal Paypal and Square accounts so that people could help her out after being fired from her job.

Posted 143 weeks ago

What I learned in my first job.

I love when LinkedIn features stories about famous people pertaining to the lessons learned in a first job. I came across some posts recently and that motivated me to think about this. I thought this was such an excellent idea, especially now, as a professional some 18 years out from college graduation.  It made me reflect on the lessons that I’ve learned throughout my professional journey, and appreciate the saying out there stating that the first job often influences the trajectory of your career.  


My first job after college was working as a phone-based representative for an HR/Benefits Call Center rep for a large, global public consulting and outsourcing company based in the Chicago area. I was super psyched to have an actual full-time job; I didn’t really care that it didn’t pay as high as some of the roles my peers who graduated from college had. And I could care less about family elders who kept telling my parents that the type of job I got after college didn’t really require a degree.   I was just so excited to have a full-time position, with an annual salary of $21,000, benefits, and more importantly, the opportunity to move away from the prospect of having to move back home with my parents.  There were so many great things I learned in that first job – for example, the discipline of going to a job, on time, each day, was a big deal for me as a transitioning, night-owl, slacker liberal arts major who deliberately scheduled no classes for Friday or Monday in her last four semesters of school.

The best lesson I learned from my first job was to learn how to communicate & interact well with people not like myself.  Sounds a rather odd thing to cherish, right?  Well, of all the things I enjoyed the most of this first professional experience was that I would have a chance to meet (albeit, on the phone) different kinds of people.  I was psyched because I grew restless of the same types of people I had been around my whole life. Although I had attended a large public university in Illinois that boasted a highly diverse student population, I was rather nestled securely around people like me – college educated, from the greater Chicago area, from families where the routine of graduating from school, then getting a good job was the norm.  My first job put me in direct line to people making minimum wage, or on the other end of the spectrum, millionaires who shared one thing in common –they had some sort of issue with their benefits.  

I was able to sharpen my communication and interpersonal skills when dealing with a wide cross-section of employees who worked for a client to whom I was assigned to support. Advising hourly textile workers in the factories throughout Georgia and Alabama to the technically trained expatriate engineers on assignment in Asia, I became well-versed in healthcare, life insurance and retirement plan benefits for a company and had to be the bearer of not-so-great news to people when errors in enrollment or calculations occurred,  and work on a plan for resolution.  It made me realize that I had been very comfortable my whole life up until that point to take the back seat and have other people talk first, while I would sheeply chime in when necessary.  

In some ways, it made me realize that I had never been truly challenged to assert myself as a leader or a person to take charge and resolve problems.  Similarly, I had also noticed I had never put myself in a position where I could be critiqued on the way I handled a conversation or interacted with people previously.  Fielding 75+ calls a day from upset customers helped me develop a tough skin quickly. However,  more importantly I learned one thing I hold dear to my heart today.   My first job gave me the first real sense of responsibility for others and that I had the confidence to bust out of the mold of letting others speak for me. I learned how to have my own voice and eventually be comfortable with my communication style.  I also realized that even though I had technically armed myself with the best tool for professional success in the form of the college degree, I had much to learn from life and other people. As I look back on that first job today, it had set the stage for my true calling of becoming a recruiter, with its challenge of developing rapport with people from all walks of life and taking an active role to find the right kind of connections and environments to be in.

Posted 144 weeks ago

How to deal with candidates who love to talk about illegal interview questions

Are your interviewers asking illegal questions when they meet with candidates? While it’s common practice for companies to train their representatives on what questions to avoid during meetings with candidates, the job interview still remains a tricky situation for those tasked with interviewing.  Despite clients’ best efforts, I often hear that interviewers experience the ‘deer in headlights’ moment when dialogue enters very spontaneous, impromptu conversation.  At times, candidates voluntarily bring up topics like family, religion, and age in their interview responses.  Interviewers find themselves in doubt around what they can talk about, given the interviewee jumped into the taboo category.  A client recently said to me, “Well, they started talking about their kids as part of their answer to my question! How can I not follow up on the kids as part of the interview?”  While there is no exact science to managing the content of your conversations with candidates, you can, as the interviewer, do a few things to avoid falling into the pit of asking illegal interview questions:

·         Reframe the topic to stick specifically on their skills, experience, & qualifications:  Say that a person gives the example of managing his children’s activity schedule as evidence of his ability to be organized. Instead of continuing down a dangerous path of talking about the kids and the type of activities and when they do then, you should focus on the quality of the content that demonstrate strength of the candidate’s organizational skill.  For example, asking them to describe attributes of what makes scheduling activities for multiple people difficult and what tools or tips he uses to make sense of it all.  I would personally avoid even mentioning the word children in your follow-up questions, opting to stick to words and phrases that focus on ability, experience, qualifications (in this case – managing schedules for multiple people, etc.)

·         Keep active and vigilant in your interview responses: Candidates are told to develop rapport with their interviewer. In some cases, they jump into topics that are hot-button areas for you, as an interviewer.  Some of these might include them mentioning their religious background because they suspect you might be of the same faith, even talking about ethnic or age-specific associations and groups of which they are a member.  While they are likely trying to build a collegial tone in the dialogue, you need to side-step the attempt to be social and stick with the objective of the interview.  Take control and change the flow of the conversation right away.  For example, if the candidate talks about the religious group they’re part of and how they’re very active with it, you can wait until they finish speaking, nod, and then say that you’d like to switch gears and focus on the type of analytic reporting tools they used in their last job.    Remember you’re in control of the direction in which the interview goes.  You can be polite, having them finish their thoughts, but quickly move to change the topic back to an interview-relevant question.

·         Document accurately and consistently in your interview process:  I recommend clients use standard feedback forms and scoring templates for all interviews conducted. These documents should reflect business and qualification specific areas for assessment, and give clear tools for rating candidates. In some cases, these forms provide the opportunity for open-ended comments.  If you choose to make comments about the candidate’s responses, make sure your notes indicate content relevant to the depth of skill, experience, and qualification,

Want a refresher on suitable ways to phrase interview questions?

The Job Interview Questions blog

walks through a great example of the tricky areas that often come up in interviews, and how to get back on track with appropriate ways to phrase questions. 


Have an interesting story as it relates to illegal interview questions? Share below.

Posted 146 weeks ago

Titles v. Skills

When I turned 40 in 2014, I remembered thinking, “Dang… I’m old!” and contemplated the questions that many do at this important life milestone.  I wondered if I were happy with the way my life had progressed. Naturally, this made me think quite a bit about my professional standing, and whether I felt I had accomplished everything I wanted to in this arena.  After all, a naive, twenty-something Mary would have thought that in two decades, she would have attained high respect & authority as a big dawg Vice President,  running a division for a large public company, and making mad, unending streams of cash. With much embarassment I reflect on this now –  I also envisioned power to be in a position where I wouldn’t have to do all the dirty work. After all, I would have spent years playing a peon to someone else and with time, such entitlement was due. Those were my basic thoughts of what success would have been for me in a career.    

Well, fast forwarding through the awkward & disappointing years of the twenties, discovery and reinvention of the thirties –  I realize now my definition of success has greatly changed.  Sure, I care about strong financial positioning, but I am equally motivated to contribute to society and my community in impactful, lasting, positive ways.  It’s really not about the superficial power derived from titles or ‘traditional’ career progression – but rather, how I can be the best version of who I am.

Translating this to the career space, I believe that,  as we age, it is far more important to keep developing new skills & expertise than it is to be consumed with title accumulation.   You see this phenomenon mirrored in society, and in particular, the job market.  Almost gone are the days of management who sit nicely in their chariots, hands clean of all the hard work happening at the mere employee level.   Today, you see the respect for the “working” manager – that is, one who not only can motivate teams but remain skilled and close to the pulse of business and how things work. Companies like these kind of people. You don’t see many progressive work places where managers who only manage exist.   

I see this with candidates who are around my age, and older. The candidates who remained deeply tied to developing solutions and being part of the day-to-day operations do far better in the job search than their peers who have not. The candidates who carried leadership level titles yet remained out of the loop of how processes, products, and services were engineered at a local level fare worse when looking for a new job in today’s day.  The market embraces skills and expertise as its relevant currency.  To keep competitive with our younger colleagues, we must continue the joy of learning new things. Being engaged and ‘hands on’ in our immediate work places, and with broader society as well, will help us stay relevant and active contributors.    

So what does this mean to job seekers in this demographic? I believe it means to keep learning. Don’t ever think you already know everything you need to know.  Keep volunteering to do more. Nominate yourself to lead the work efforts on important initiatives on the job. If there’s a new technical task to bring to your company, raise your hand to play a role in teaching others. You improve yourself by challenging yourself, and this is a lesson to keep for the rest of our lives. 

Posted 148 weeks ago

I love Millennials

There’s a lot of advice out there on the internet directed at candidates, job seekers, anyone contemplating a change in employment on how they need to be at their absolute best when interviewing at a prospective employer.  And of course, such advice knows no demographic limitation - there is no shortage of tips for Baby Boomers, Gen X and Y, Unemployed candidates, Returning-to-the-workforce prospects, Senior-aged individuals… the list goes on.  There is no other generation in the workplace subject to the type of analysis and scrutiny as as the Millennial workforce. 

I have to admit - I’m very guilty of posting articles about Millennial candidates and on regular occasion, those that refer to the general negative attributes associated with them in the job search/career process.  After a bit of reflection – and of course, a bit of guilt of implying this very capable generation to be undesirable as candidates – I wanted to post some thoughts on the awesome qualities I’ve noticed Millennial candidates to demonstrate.  Job seekers of all ages should take note of their winning ways:


- They’re confident:  Not to label them as “know-it-all” people,  Millennial candidates are often well-informed, skilled, and armed with bright ideas. Forget the notion of deferring to the wisdom of experienced teammates when it comes to whose suggestions or recommendations should be heard when they believe in themselves. They have unwavering conviction in their abilities… and believe their thoughts are worth listening to.  They are not afraid to share it with their fellow entry-level colleagues, their managers, or, heck, even the CEO. 

- They’re unapologetic: Related to the confidence attribute,  understating their capability and talent is something most Millennials will not do. The frequent lead-in phrase of  “I’m sorry to bother you, but…” when pitching an idea or bringing a matter to the forefront for discussion is something foreign to them. Instead, they cut right to the heart of what they believe to be important. No superfluous banter needed.

- They’re (technologically) smarter than you:  Unless you’ve been living under a rock for the past 20 years,  most people know that Millennials generally know everything and anything about all things technical. They have been born & raised in a world post-development of the internet, and are fluid forces in not just learning the myriads of social media, digital, &  analytic tools,   but also mastering & creating new ones.  (If you’re like me, you’re still trying to figure out how to Snapchat with someone other than myself). They also are quick to troubleshoot problems on their own, developing their own ‘hack’ solutions to annoying technical user issues happening on smartphones, tablets… you name it. They don’t wait for the Help Desk to solve their problem. 

- They’re not afraid to break from convention: I remember what it was like to have ideals, optimistic dreams in my youth, vowing never sell out to ‘the man’ as I entered adulthood. Ah… to believe in the positivity and the hope of your genuine, uncorrupted ideals. I like to think of this quality as something we all had in our youth, but at some point along the way of life, we’ve forgotten it. Millennials, however, have not. Perhaps it’s because they have many more years to be jaded or ‘skooled’ by the harsh realities and unfair politics in professional life.  Or, on the other hand, it might be the exact spirit job seekers of all ages need to remember.   Believing in yourself, in your values, dreams and goals are things we should never forget, at any age.  Having a Millennial in your life might inspire you to keep true to these passions, even if it is much easier or predictable to do the opposite.

What do you think? Do you love or hate working with Millennials? Too much hype or not enough credit? Comment below.

Posted 153 weeks ago

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