3 Claims Employers Should Call Millennials Out On

This is my generation, so I'd like to give my opinion in the latest discussions about our work habits and claims in the workplace. Lately, there's been a lot of talk about how my generation of millennials are entitled and just don't work hard. Well, those claims have been rightfully made, and we millennials need to prove otherwise. My generation is associated with being attached to our technology and social media. We seek out companies and use this as leverage to claim we can catch them up with technology and help them use the latest and greatest trends if they are willing to pay us more. Well, do your company AND us a favor, and CALL. US. OUT!

The purpose of this post is to educate employers on how they can tell if an applicant is the real deal, and also to teach new applicants (of all generations) how to back up claims that they are a valuable asset worth the money. Here's 3 popular claims millennial applicants make, and how to assess the weight of those claims as an employer or applicant.

1. "We can help you market with social media."

The goal of marketing is to gain an audience and then funnel them into purchasing services and products. Knowing how to post on a social media platform, and posting more frequently is NOT marketing. Marketing is about understanding the sales funnel, using the appropriate methods in each social media platform to gain an audience, and also correctly forming and using a marketing budget. Applicants who claim this should be asked how they plan to grow the audience, what metrics they will use, how metrics will be analyzed, and quantitative proof that they have been successful in the past. Ask for these numbers and examples. Don't be satisfied with, "I know how to use Twitter, Facebook, and Snapchat."

If you're the one making this claim, you should already have accounts on all social media platforms and be using them appropriately. On your professional accounts, build your audience, increase engagement, and analyze numbers to figure out how to improve. Bonus points if you have experience with your own mini-projects that involve building your following, or selling a service or product. Numbers don't lie!

2. "We can be as productive as as your current employees."

Well they might actually be right because it all depends on how a company's productivity is measured. If an applicant makes this claim, ask them how they measure productivity in their profession, and for numbers that show quick learning and growth. One can't call out an applicant, if they have not defined productivity for themselves.

If you're an applicant claiming this, be sure you have your own definition of productivity in your specific profession, and have numbers to show you can not only meet those productivity demands, but maintain them as well. Also be sure to ask the employer how they measure productivity and see if your past experiences and outcomes stacks up. The key here is quantifying certain aspects of past experiences. Whether it's unpaid or paid experience, there are certainly numbers you can use to make a strong claim; you just have to get busy with experience.

3. "We can help you with managerial tasks."

It's well-documented that training a new employee is expensive. Being able to help you with managerial tasks means applicants are quick learners, are familiar with software, and have experience in managing specific aspects of a business. Anyone will take time to learn managerial tasks for more pay, but who will catch on the fastest? Who will reduce the time (and therefore training cost) it takes to train them? Sure, everyone knows how to use Microsoft Office and Google Docs, but how are they using them to track the right information? How are they using it to project for the future? Are they staying up to date on leadership development? Be sure to ask them how, and for past examples.

For those making this claim, it's important to have numbers and experience just like the other two claims. Yes, in this time and age, you know how to use Microsoft Office and Google Docs, but are you fully utilizing all of their functions? Are you seamlessly integrating them to be efficient? Are you using spreadsheets to track and project numbers? Are you familiar with popular software and plug-ins that companies are using? Can you provide metrics on your leadership in past roles? For example, when you were in a leadership role, what are areas that your team grew in? Whether it be sales, quantifiable employee satisfaction, average years of employee retention, and how many employees have you managed at once, these are all good points to back up your claims. Compare them as well; are these points better before your employment or promotion? Being a leader in an organization is not enough; it's how you grew it that will speak volumes.

Closing Note

I did not make this post to attack my own generation, but to help us live up to the expectations and beliefs that many see in us. By living up to our claims we will feel the fulfillment of truly helping a company grow because of our hard work. Also, by employers questioning our claims, they will build a better workplace with compatible hires and trust. Knowing our strengths and weaknesses ensure employers choose us based on a good fit. Can our employment help you in areas you need? If not, is a specific applicant coach-able with the right attitude and personality that will help your company long-term? This all leads to higher employee retention, reduced training costs, which can eventually equate to workplace productivity and satisfaction.

Every day I am learning all of this as I'm running my own personal training company Top Rank Health, LLC (proud to say 5 years and growing!) and my website www.howfitworks.com, while in a 2-year accelerated DPT program. There are plenty of hiccups along the way, but that's what experience is all about: learning from prior results. As an intern at Updoc Media, I learned how to back up all these claims, and have better insight on what it takes for company growth and culture. In fact, my purchase of the DPT Career Primer is what made me decide to apply as their intern even with a full schedule. It goes into all of this and 10x more on how to negotiate and show your worth for great salaries. There is a reason many pay-for-service companies in fitness and healthcare go to them for business development.

I am positive this post will help both sides succeed in hiring and applying for positions.