job search protocol between the generations

Job Search Protocol: it matters

It’s funny how different generations view topics. This is especially true of job search protocol. I have seen the differences firsthand, without having children (and, by the way, with no interest). What they say about the millennial generation and their helicopter parents is true.  (Parents who hover and get too involved in the life decisions)  Over the last couple of months, I have worked with a few recent graduates, and in both cases, their parents have been heavily involved. The parent would also be there when I met with the recent graduate looking to enter the workplace. There’s nothing like practicing interview questions with Mom right there, taking notes. I ask the classic interview question.  “So tell me about yourself.” Mom starts to answer proudly on behalf of her firstborn.

I appreciate the show of support. I don’t know whether to be envious or jealous. These parents show their love by giving brand-new cars. They don’t know it’s wrong to show up. Regardless, it’s not my business. I don’t have kids, so I have no room to judge. I think both are right half the time. The question is, which half is right when?

I am not a parent

I admit the following. HRNasty has not funded 18 years of food, shelter, and 4-5 years of college tuition. I did not sit up at the appointed curfew hour, waiting for the police to call. HRNasty hasn’t had to walk a dog that a son or daughter promised they would take care of. I couldn’t explain the birds and the bees. I have enough flight hours with the Helicopter parent to be a certified pilot. This is balanced with the fact that I watch a lot of Jersey Shore. I know the job search protocol.

Throughout the ages, different generations have held varying ideas about what is right and wrong, as well as what is acceptable and what is not. Job search protocol is no different. Beauty is in the eye of the beholder, and what is hipster/cool to one generation is L-7 to another. What is embarrassing from one lens is revolutionary shit to another. I am a Gen Xer, so I fall between the Baby Boomer parent and the Gen Y/ Z recent applicant. I work in a start-up environment. Before that, I worked in a Fortune company for 10 years.

My generational birthright offers a credible middle ground that aims to set the record straight for the two opposing generations regarding job search protocols. I am HRNasty, self-proclaimed judge, jury, and mediator.

The following are decisions provided (with a dismissive wave of the hand) in response to the questions repeatedly asked when the parent and the son/daughter appear in court with HRNasty.

Mom and Dad, listen to your son and daughter on these points on job search protocol:   

• “Mom and Dad, do not apply for any jobs on my behalf.   Please do not come with me to the job fair or interview. Do not call my recruiter. Do not tell the company they should hire me, pay me more, or give me a bigger title.” 

Professional sports agents 

Agree: Unless your son or daughter is a 1^st round draft pick and you are a professional sports agent, this isn’t your battle. Perhaps you helped them earn a better grade from their professors. You may have negotiated or bullied for more playing time in Little League. Showing up at the interview is only going to piss me off. We are hiring your son/daughter. We want to hire someone who CAN MAKE THEIR OWN DECISIONS.

Unless you plan to accompany your child to work every day, as you did in kindergarten, stay home. You won’t be able to help them make business decisions in company meetings. Do your child a favor and stay out of this process. You can be involved, but don’t be heard or seen. That Little League coach had no choice but to listen to you. That professor probably didn’t care whether a student got an A or a B. I have a choice and plenty of young candidates with no experience.

• “It’s OK to text my recruiter.” 

Agree. I provide my cell phone number, and text is often more accessible. I want to be available to my customer (the candidate). Recruiters want to make it as easy as possible to accept our position. Skype, Twitter, Facebook, and LinkedIn are also acceptable. PS. I always check my phone and my email every day. I don’t go to my social network every day.

• “It’s OK to look for a job on Craigslist.” 

Agree. Many parents cringe when they hear that their son or daughter, whom they have just sent to school for $ 50,000-$ 200,000, is looking for a job on Craigslist. I can post a position on Craigslist for $25.00. Monster and LinkedIn will cost me $ 400. Monster and LinkedIn will cost me $400. It’s the first place I post 90% of our entry-level positions.

• “It’s OK to turn down a high-paying tech job.”

Agree. For some, it is tough to understand that your son or daughter will make this much right out of school. To add more insult, they are thinking about TURNING IT DOWN!  If you are in the right industry, the market is good. I can’t believe it either.  At this level of compensation, I am hoping for some life experience and maturity (which, at this age, is not possible). Still, it’s a great market for specific technical positions in industries.  If your resume lists a Tier 1 college, a high GPA, and perfect test scores, yes, the market can be excellent.

• “There are no jobs listed in the newspaper.”

Agree.  The newspaper is dead to me.  I don’t recall the last time I posted a job opening in a newspaper.  Everything is online.  Craigslist is cheaper, and most young people are familiar with this website. I am a hunter. Hunters go to where the game is. I don’t ask the hunt to come to me.

• “It’s OK to wear jeans to an interview.”

I agree, it’s okay. My disclaimer: Even if the jeans are $200.00, I don’t think you are putting your best foot forward. $40.00 khakis can make a better impression.  Slacks with a button-down dress shirt are even better. Most hiring managers will sense a fool if you think spending $200.00 on jeans is cool, sensible, or both.

Parents, keep harping on your son or daughter on these job search protocol points: 

• “Send thank you cards the same day you interview.”

Agree.  Hiring managers are usually a few generations older than the applicants. Although OldSkool, these are a nice touch. Just make sure you write more than 3-4 sentences. An email will reach the hiring manager more quickly, and I won’t begrudge any candidate for sending a well-written email.

• “Shouldn’t you be practicing the answers to the interview questions?”

Agreed. You should be able to recite your answers when you stumble in at 2:00 AM after a long night of drinking. You need to know these!

• “Please don’t get a tattoo.”

Agree: Now is not the time to be getting a tattoo. If you insist, ensure there is no chance they will be seen in work clothes or less formal company picnic attire.

• “Get a haircut”.   

Agree: Seriously, get a haircut.

• “Save money for a couple of interview outfits.”

Invest in your image. Who am I kidding? These parents bought cars, private education, and pitching machines for their Little League team. They have already taken the kids shopping.  Make sure the stuff is ironed.

•  “Polish your shoes.” 

Agree:  If your shoes don’t take polish, they are the wrong ones for an interview.  As much as I am hiring you for your mind, I nod to Mom and Dad here.  I want to have confidence that you can impress our customers.

Hopefully, this will settle a few of the long-standing debates surrounding job search protocol.  Have any other generational differences that you want to gather around the soapbox?

See you at the after party,

HRNasty

nasty: an unreal maneuver of incredible technique, something that is ridiculously good, tricky and manipulative but with a result that can’t help but be admired, a phrase used to describe someone who is good at something. “He has a nasty forkball”.

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