There's room for everyone
Colleen Paulson
Executive Resumes/LinkedIn Profiles/Executive Bios | Former Fortune 50 | Featured by Fast Company, Forbes, Glassdoor, & LinkedIn News | Advisory Board Member
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I recently had an interesting discussion with a reporter from Axios.
She had reached out to talk through why Gen Xers and Baby Boomers plan to retire later on and what that means for younger workers. We talked about how challenging this market is for workers at all levels and how we all should be working together for the common good.
The title of the article, though, is a little more divisive than our conversation actually was:
But then I saw another Gen Z-focused piece this week that was even worse:
Yikes!
As a mom of Gen Z children, I don't think this is an us versus them sort of thing. We owe it to Gen Z to show them the ropes the best that we can.
I had a discussion recently with a Gen Z worker who I've known for 10+ years through our community pool. He was working remotely and was having a difficult time integrating into his organization.
I honestly can't imagine how I would have started my professional career in a remote role. I learned so much from my coworkers through impromptu lunches and discussions throughout the office - some of this can be replicated online, but a lot of it can't. So, if Gen Z is having issues in the workforce, we should be actively mentoring them (versus just firing people based on generational stereotypes).
If you have Gen Z employees, I'd recommend that you check in with them and see how they are doing. From what I'm seeing, some Gen Z workers are having a tough time right now.
Question of the week
I'm currently employed but interested in new roles. Should I use the "Open to Work" banner for recruiters? I don't want to cut off my chances, but I don't want my employer to know that I am looking for work.
If I were in your situation (currently employed but interested in new roles), I would personally not use the "Open to Work" banner.
It's pretty much assumed that everyone is open to new opportunities.
I would optimize my LinkedIn profile (i.e. make sure all of the appropriate skills and keywords are there) so that it's easier for recruiters to find me, but I wouldn't necessarily use the banner as it adds some risk (i.e. there is some potential that a recruiter from your company could see it).
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Take care of yourself and have a wonderful weekend!
Colleen
Love this
Self Employed
5 个月Interesting
Executive Job Search Consultant, Former Retained Executive Search, "Recruiting Insider"
5 个月I'd advise this to any person--whether they are 25 or 55, always be focused on learning what you need to learn now to take that next step--whether it is a year from now or 5 years from now. A 55 year old who can show that they've earned a certificate in AI strategies has thought about: What will make me a more attractive candidate in the future? A 25 year old who may have functioned professionally and personally only through screens who has learned presentation skills and can demonstrate that they have successfully given presentations at industry conferences, positions themselves for a leadership role which requires face to face interaction and group presentations.
Director administration, management and operations
5 个月Well said Colleen
I help Millennials and GenX job seekers in tech feel confident and get job offers
5 个月"I'm currently employed but interested in new roles. Should I use the "Open to Work" banner for recruiters?" I'd add that there's an option that turns on open to work only for recruiters. It won't display a banner on your profile, so your employer won't know you're looking. Pro-tip: when you apply to jobs on LinkedIn make sure you uncheck the box that follows companies you've applied to. That's a terrible feature LinkedIn should disable.