Those Damn Millennials: A Rebuttal

I received a fascinating response to my latest article, "Those Damn Millennials," including some excellent insight and opinions, with just a sprinkling of sucker punches. As some of you noticed, the purpose of the article was not only to bring attention to some trials of the current job seeking culture, but to do so with a focus on how certain challenges affect Generation-Y specifically. There were some definitive trends to be found in the comments section of my previous piece, which I was curious to explore further, so I did.

Life isn't fair. Well, no kidding. Although quite possibly one of the most unhelpful phrases in history, many people still seem to enjoy throwing it about as a noncommittal representation of their disagreement with you. Frankly, I don't care for life to be fair. If life was entirely fair and equal, how would I become a successful business professional? "Fair" is an irrational utopian scenario, one which is and will always be unattainable, and I'm aware of that. I do not want "fair." I don't even want the position in your company if you don't believe I'm the right person for the job. What I do want is a better way to represent myself to a potential employer.

There's a system for hiring. Respect it. I respect that there needs to be an organized system to shuffle through large numbers of applicants. I make a conscious effort to respect the time of those doing the hiring. I don't call if it says don't call. If they instruct not to reply to an email, I will not bother them further. Of course there are those who disagree and encourage you to call regardless, which I consider to be a foolhardy tactic -- I am trying to sell my experience and professionalism, not a used Buick. I do not, however, respect the idea that the current system is the forever and unending gospel of HR. Why does that have to be the system? As with many in the Millennial age bracket, we have no qualms or apprehension towards change or the word "why." Considering this, we are commonly discontented with the old mantra of, "that's just the way it is," which seems to be my mother's "because I said so" dressed in a business suit. May I send you a link to a resume presentation on Prezzi? May I send you a 1-minute video cover letter? 30 seconds? I could say a lot in 30 seconds.

You could ask what to do to improve yourself. Yes, although as mentioned previously, I am told explicitly not to call or follow up. So is it better to respect the system or try to pry advice from someone who doesn't wish to talk to me? In addition, we're not dealing with real people here. We're dealing with computers. Mindless information systems that inhale your personal information, masticate it thoroughly, and then defecate it onto a spreadsheet. To whom, exactly, am I supposed to ask this most important question?

If ever given the rare privilege of exchanging emails or speaking with a real person, however, I do always ask in what ways they recommend I improve my presentation, written materials, writing samples, etc. The dilemma with this situation is that opinions and advice are so diverse from person to person, any recommendations I receive are likely not to align with the next hiring professional's opinion. One says, "you don't need an objective on your resume. They obviously know your objective is to find a place in their company." But the other says, "of course you do! How else will they know your intent? Sell your passion and your purpose for applying in that section." Cathy the Career Counselor says, "your resume shouldn't be more than a page long. Anything longer is wasting their time." But Helen the Head of Hiring says, "if you've got great, relevant experience, list it -- no matter what. They won't mind two pages." This is, of course, dependent on actually getting a response from the person you've sent your query to, which has similar odds to surviving Ragnar?k.

On a separate note, why is it never asked what the employer or those in the hiring process could do to improve themselves? An HR employee still represents the brand and reputation of the company for which they are hiring, and many HR professionals responded to my article saying that they are sorting through huge numbers of applications. If you are receiving inquiries from 100 people each week, wouldn't you want those 5,200 people per year to think positively of your company? Although seeking employment with a company, I am still a consumer. When did customer service and good business practices cease to apply to the Human Resources department? Though still fairly new to the business world, it was my understanding that it is polite business practice to respond when someone sends you an email. My opinion of your company is affected by how you handle correspondence and rejection of applicants. When my family and friends then inquire whether or not I got an interview for the job I recently applied to, one of two responses are most likely:

• "No, I didn't get an interview. I didn't even really get a response, actually, at least not from a real person. They just sent a rejection auto-reply that says 'do not call or follow-up. You may not apply again for 6 months.' They made it pretty clear they don't want anyone bothering them."
• "No, I didn't get an interview. But they wrote me a really nice email thanking me for applying, and that they hope I succeed in the future. I responded and asked my contact what I could do to improve, and she said she thought my resume looked great, but they just decided to hire someone internally who had really been working hard for the job. They're a great company; I was really impressed with how considerate they were."

Word of mouth marketing and referrals have a large impact on personal perceptions of companies -- even more so now with the prevalence of social media. I have always been grateful and in high favor of those few who respond to applicants as though they are not only real people who are being rejected, but potential future customers. Which conversation would you want attached to your business?

Just start your own business! Be an entrepreneur! Good gosh, why? With what money? Those of Generation-Y are likely already drowning in student debt that we'd like to pay off before retirement, and make an average hourly rate which does not allow the freedom to sock away substantial amounts of savings. With what time? Like many people, I leave my house at 7am each day and do not return until 6pm, with all moments in between occupied by sitting in traffic or actually working at my full time job. Any time thereafter is spent slaving over the hot stove of graduate school, an effort that I am passionate about and will likely help me into my dream career.

I'm sure there will be many who accuse me of being scared of risks or getting my hands dirty, and I'm uncertain of why the culture of entrepreneurship is so aggressive and focused on converting people into business owners. Current economic and market difficulties aside, what if...surely by some cognitive defect or rogue substance in my drinking water...I don't want to be a business owner? I consider myself to be a creative and moderately business savvy person, and am confident that I could start a successful business. However I see no point, as I have no desire to. Entrepreneurs, I admire your drive and bold addiction to novel ideas, and am thrilled you are passionate about your industry -- but there are other ways for people to become successful. Calm down.

Stop defining yourself by your generation, and just be an individual. My grandfather once told me the story of how he got into college: He served 4 years in the 10th Mountain Division of the U.S. Army, after which he decided that he wanted to study agriculture. He went to the school, walked into a professor's classroom, and said, "Hello, sir. I would like to go to college." The professor looked at my grandfather, nodded, and said, "show up for class tomorrow." And thus, my wonderful Grandpa became a scholar. As a Millennial, I was in slack-jawed shock at the stark difference between our college admission experiences.

Personal worldview is partially dependent on the era and time frame in which you grew up, because the world is and will always be changing. Generational variances reflect a difference in culture, instilled values, thought patterns and processes, viewpoints, priorities, and a slew of other features that are important, and worth noting when doing business with someone of a different generation. The Pew Research Center conducted a study on generational differences. Here are just a few of their findings:

• Compared to all older generations, Millennials are the least trusting of other people.
• Millennial adults are the most racially diverse generational subset in U.S. history.
• Just 26% of my generation (aged 18-32) is married.
• 50% of Generation-Y considers themselves to be political independents.

I fail to see how all of these things deny me the ability to be an individual, or how being a Millennial and an individual are mutually exclusive situations. Rather, I consider them to be a part of me, as an individual. I consider myself to be distrusting of people in general. I am now 27 years old, single, and marriage is not slotted in my current 5-year plan (for my personal opinion on this: Click here). I check the "Independent" box to describe myself on voting ballots. I also love spicy Bloody Mary's. I don't "get" modern art, I have grapheme-color synesthesia, I taught my cat how to walk on a leash, and I still laugh hysterically at every Calvin and Hobbes strip I see. Merely because I share common traits with others of my generation does not mean that I have lost any small part of my individuality, nor do those few facts "define" me wholly.

It's pretty typically 'Millennial' of you to assume you are the only one who struggles./It's hard for everyone, not just you. I don't recall saying anything of the ilk that it is "harder" for Millennials than anyone else. I absolutely believe that the job market is difficult for everyone right now, regardless of age -- but I would hardly consider myself qualified to speak of the specific struggles of other generations. I only have access to one first-hand perspective, and I believe it would have been not only in poor taste, but highly inaccurate of me to have tried to write about the respective challenges of those older or younger than I am.

So considering that many others, older and younger, will and do have similar challenges, does that invalidate it as a challenge simply because I, at the age of 27, am saying it? Does that make it any less of a problem? Several people made the distinctive point to say, "you are not special." If I am working to find a resolution for a challenge that we both share, is it more important to put that self-absorbed Millennial in her place, or to help and advise each other? Most of my hardworking fellow members of Gen-Y and I are not content to continue playing the numbers game (see Albert Einstein's definition of "insanity"), nor wait for the older generations already in hiring roles to change the system. I am seeking a better option. I would gladly accept the advice and new ideas from those who are in the same boat, and are also weary of rowing against the current.