Leadership and hiring Millenials
June 25, 2008 by Miki Saxon
Post from Leadership Turn
Today is theme day around the channel, all about graduating and new beginnings in a downturn. For a full list of participants check with Darlene over at Interview Chatter.
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Their reputation precedes them.
Hiring Millennials is an iffy business when your focus is a desire for long term employees.
On top of their sense of entitlement, many have no idea how to be led.
As CandidProf says, “Teaching is also an exercise in leadership, particularly in college. You do not simply download knowledge into student brains… Students need to be properly prepared in order to be led to learning.”
That goes double (at least) in the work arena. Too many Millennials see more value in peer information and advice than in listening and learning from anyone who has been there/done that. Their actions, more than their words, display an ‘I am the sun” attitude; they already know how to do it better and faster—cheaper rarely enters the equation—and see no use in learning other approaches, since theirs is better.
I’m not saying that every 18-35 year-old thinks this way, but plenty do—although the severity of “Millennial Fever” varies by individual.
The problem for you is that turnover is costly and you need to minimize it. 
How? By latching on to the number one piece of hiring intelligence that is espoused by the smartest companies—attitude trumps skills.
And if you don’t agree, ask yourself whether you would rather teach someone to program in a new language or convince them to change something in their MAP (mindset, attitude, philosophy™)
It’s really a no-brainer when you think about it and it applies not just to Millennials, but to all people at all levels—from entry-level to executive.
What do you think? Does attitude trump skills?
Your comments—priceless
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Image credit: asifthebes
I always found this to be true, even with boomers. Hire for attitude (a desire to grow, create excellence, and satisfy other people’s needs) as long as the person had basic skills, an ability and willingness to learn, and basic “manners.” Skills, and especially what looked like past experience, never paid off. I did far better taking inexperienced persons and training them to be better than they were.
Everyone who worked at my shop and lasted for more than a month was worth a lot more when they left than when they started, and I got great value (and often greater loyalty) out of them.
Right on, Wes. I’ve always told my clients that everyone needs to learn something when they’re new, so be sure to hire for that which is most easily taught, which certainly EXCLUDES attitude.