Remember when I told you that some employers think Millennials are so valuable, they're willing to pay "Millennial experts" $20,000 an hour for "generational consulting"?
Well, it turns out not everyone feels the same way.
Enter Gwen Wunderlich and Dara Kaplan, co-founders of Wunderlich Kaplan Communications (a Manhattan-based PR company) and avid fans of the movie “The Intern.” (You know, the one where Robert de Niro interns at a fashion site run by Anne Hathaway.)
Actually, Wunderlich and Kaplan loved "The Intern" so much, they decided to bring it to life.
And I mean that literally. This summer, Wunderlich and Kaplan are launching their first ever paid "Enternship," an internship for women who are over 40 and who "have either been bought out of their companies, chose to jump the corporate ship, or just looking to change careers or otherwise break back into the workforce."
This six week program—where women will learn how to create PR campaigns, plan events, write pitches and press releases, conduct research for clients, and more—is an all-around win for women. Although the program pays the typical intern salary (i.e., minimum wage), it's geared to help women with their somewhat unique career issues, such as re-entering the workforce after having taken a break to care for their children.
(Of course, not all women are the ones putting their careers on hold.)
This six week program is geared to help women with their somewhat unique career issues, such as re-entering the workforce after having taken a break to care for their children.
But while Wunderlich and Kaplan's idea is promising for women, the pair also has another motive that Millennials, in particular, should pay attention to. You see, a huge reason they're looking for older interns instead of younger ones is, well, they just aren't thrilled with what Millennials are offering.
According to Wunderlich and Kaplan, the real life experience older generations have means a lot. In fact, according to Wunderlich, "You need to know certain things, whether it's history or just about PR, and there’s no real world experience [with Millennials]. With some of the things that young people say to me, I’d rather have a woman who raised four kids, managed a household. She knows how to run an office."
And Kaplan seems even more critical. According to her, "You’d be surprised, at the lack of [younger generation's] interpersonal social skills. They don’t know the real value of getting off the phone and beyond a computer screen."
Now, does this mean Millennials should pack up and try again in a few decades? Of course not.
But there is something here Millennials can learn about what people find valuable in an employee—things we can all focus on to make the best out of our careers.
But there is something here Millennials can learn about what people find valuable in an employee—things we can all focus on to make the best out of our careers.
1. Get creative with your work experience.
Experience is important for landing a job. But you already knew that.
What you may not have realized, though, is that managers don't just value "relevent" job experience.
What you may not have realized, though, is that managers don't just value "relevent" job experience.
In this case, Wunderlich and Kaplan find mothers in their 40's so valuable not because of their years of PR experience, but because of their experience in the household. (I mean, if anyone knows how to juggle responsibilities and get sh*t done, it's mothers.)
Of course, no one's saying to start having babies to bolster your resume. Instead, keep in mind that any experience that strengthens your transferable skills—skills like communication and time management that are useful in any field—can be a game changer.
No one's saying to start having babies to bolster your resume. (But here are some things Millennials can do.) (Click to tweet.)
And you can get these types of experiences almost anywhere. For example, you can start volunteering or interning. If you already have a job, maybe consider volunteering for a new role within your current company. (For example, when I worked in a research lab, I also volunteered to write for the research center's online publication to get science writing experience.) Even things a little more outside the box—like online classes, certifications, or even managing your own Kickstarter project—will set you apart from the crowd who has no outside experience at all.
2. Do your research
One thing that Wunderlich thinks Millennials lack is real life knowledge, whether it's "about history or just about PR."
Of course, there is some knowledge you can only get with age. (For example, I'm convinced it takes at least 50 years of life experience to be able to fold a fitted sheet.)
But this doesn't mean you have to sit back and wait for the wisdom to come to you. If Millennials want to be more competitive with older generations who have been learning for years, it's going to take a lot of hard work and a lot more research.
So, start researching.
"You’d be surprised, at the lack of [younger generation's] interpersonal social skills. They don’t know the real value of getting off the phone and beyond a computer screen."
This might include things like subscribing to publications relevant to your field. (ForbesWomen and U.S. News Careers are both favorites on my Bloglovin' feed.) If you're looking for a job at a specific company, another way to stay informed is by researching that company's competitors. (If you don't know their competitors, try looking at the "People also viewed" column on the company's LinkedIn page.)
While this research may not be a substitute for the real life experience that comes with age, you will at least be knowledgeable enough to hold your own at a job interview or networking happy hour—something that will definitely set you apart from the crowd.
3. Stop using "LinkedIn" as another word for "networking."
According to Kaplan, Millennials aren't exactly killing it with their interpersonal social skills.
Now, this obviously doesn't apply to all Millennials. But even the best of us have probably become used to relying on some sort of screen for communication—whether it's through Twitter, text, or email. It's the world we live in, after all.
A final point we can take away from Wunderlich and Kaplan is that networking doesn't just mean updating your LinkedIn profile. Sometimes, face-to-face contact can make a world of difference.
So the next time you're thinking of contacting your mentor, maybe suggest a lunch date instead of a phone call. Or maybe it's time to finally attend one of those Meetups or networking events you've been meaning to attend.
If nothing else, it will help you get more comfortable communicating professionally without the help of emojis.
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Of course, just because a pair of New Yorkers might prefer older generations to younger ones doesn't mean Millennials don't have a lot to offer. In fact, one (older) manager I know told me that he wished he could only hire people in their twenties and thirties; he loves the younger generation's enthusiasm and adaptability.
The important point here is to realize that we all can be continually improving ourselves and can always continue learning.
Because everyone, regardless of their age, can teach us something about our careers—and that includes 45 year old Karen, whose twins just graduated from eighth grade.
What generation are you from? Do you have any advice for other generations?
