How job seekers can overcome generational bias
Modern job seekers of all ages face generational bias. Thankfully, Beacon Hill has compiled a list of the most popular cliches and ways to overcome them.
Back to TopIf you're a human in the modern workforce, you've likely encountered generational bias. Generational bias happens when groups segment themselves out metrically and try to analyze other groups against their own. The truth is, while there are differentiators, many of which are strength-based, lots of commonalities exist, too!
The goal of this article is to lay out common misconceptions about each actively working generation and provide you with ways to counteract misinformation, especially during your career journey. Let's get started!
“Humans naturally seek simplified explanations for their own and others’ behavior through a process of sensemaking, especially during uncertain times. Constructing and adopting stereotypes is one way of doing that.” –Michael Kramer
If you're a Baby Boomer, you've probably been called...
- over the hill2
- incapable of learning new things (the old dog!)2
- digitally illiterate
- narcissistic4
- out for not understanding why diversity initiatives are valuable6
However, these don't hold true for many in that generation, despite not being raised as digital natives.
One major positive to this generation as a whole is the how much they value hard work, stability, and interpersonal interaction.1 This makes them steadfast and willing to take on challenges. So if you're part of this generation, good for you and here's how you can counter the negativity listed above.
"Too old" they say? Tell them you have experience and get granular with exactly what you mean by that. Don't speak in a nebulous manner. Focus on the exact strengths you can bring to the job.
"Not willing to learn" or "digitally illiterate" they imply? Even if they're not saying this one out loud, you can showcase that you're a lifelong learner by earning certifications that are valuable in the current market. And if they ask you directly, tell them about what you're doing to stay on the edge as new methods and technologies arise.
"Narcissistic" or "not into DEIB" they note? Okay, this one's harder, but if you aren't either of these things, show up in opposition. Participate in DEIB initiatives. Be a team player. The only way to truly get ahead of this one is by promoting the wonderful person you are.
As a Generation Xer, you may have been considered...
- slackers4
- not ready to lead8
- socially liberal9
- risk averse10
On the upside, Gen X is typically more pragmatic and entrepreneurial generations before them.1
Alright, let's tackle "slackers" who "aren't ready to lead" first. The real story is, Gen X workers were some of the first people to start valuing value work-life balance. That does not mean they're slackers. If you're hearing that kind of argument, come back at it with your wins that you've managed to achieve during reasonable business hours that have contributed to your employer's bottom line. This argument could speak to your time management skills and every company wants people that can hit deadlines.
"Socially liberal"? Well, if you are, you are. This is just one of those things you'll have to own and to maximize your career happiness, we suggest that you find companies that align with your views and values.
"Risk averse"? Research shows that this is just categorically incorrect. Gen X is no more concerned about their job security than generations that came before or after. If you hear this, just say politely that it doesn't apply to you.
Millennials are always being called out for...
- being lazy2
- not wanting to work5 or not caring about their work6
- narcissism4
- job hopping8
- presenting as entitled8
- being hard to work with9
Millennials seem to always be a topic of conversation. Even though they're not the youngest or oldest in the talent market anymore, they're somehow still on the tip of everyone's tongue. Some of the nice things said about them include that they're tech-savvy and value-driven. Plus, it's noted that many Millennials are proponents and of diversity and inclusion.1
Now onto the less kind things ...
"Lazy" and "not wanting to work" are sometimes confused with a need to seek out flexibility or work life balance like their Gen X counterparts. As with the previously mentioned generation, we think it's best to focus on your impact as opposed to how that impact was made. Many Millennials that enjoy flexible working arrangement are still working hard to produce results and they are what matter most.
"Job hopping." Okay, so yes, at first blush, Millennials look like they hop around a lot. However, "The Pew Research Center examined historical data in the United States and found that, when adjusted for age, Millennial workers were just as likely to stay at their jobs as their counterparts in Gen X had been when they were in their 20s and 30s. Further, Pew discovered that among college-educated workers, Millennials actually had longer tenures than Gen X employees had had." Bringing that statistic up may shock and delight someone who thought otherwise!
As for narcissistic and entitlement, we believe strongly that showing who you are (like we noted with Gen X) will naturally set the record straight.
Finally, let's get into quite possibly the most damaging stereotype, "hard to work with." This is where it's crucial that you lean into your ability to be a team player and collaborate. But don't just say you do those things, demonstrate them with stories and facts. That will seal the deal.
And Generation Z's are all...
- addicted to technology8
- disruptive in the workplace7
- narcissistic4 just like Millennials and Baby Boomers
- entitled8 akin to Millennials
- motivated by dollar signs10
Gen Z has a distinct advantage in the technology sector because it has always been around them and their comfort level is typically high. But they're more nuanced than that. They also care about authenticity and having global perspectives.1
Based on the above, it's easy to see why people would expect Gen Z to be "addicted to technology" but actually, they value face-to-face interaction.
"Money motivated." Who isn't to some extent? But research shows that it's actually that this generation is more transparent about it. They ask questions. They talk about money. To prove money isn't everything though, find things about a role that excite you and play into those first before you get into the compensation conversation.
"Disruptive at work?" Nope! Gen Z just happens to be ready for change in the workplace. Don't hide this strength. Agility can be something you shout from the rooftops!
Again with the narcissism and entitlement. It seems all generations believe this of each other. It could very well be that laughing about it openly and having a genuine conversation about ourselves and how none of us fit that mold is the best course of action.
Everyone should...4
- Project their values – No matter your generation, you can probably find value-based commonalities with hiring managers.
- Be respectful – When engaging with a potential boss, consider how you can best respect them. That could manifest as listening fully, responding thoughtfully or showcasing kindness.
- Adapt – Change is uncomfortable, but if you can find a way to show that you are ready to take it on, you'll put yourself in a desirable position. Employers want people who are ready for a challenge.
- Justify your job changes – The job market is more complicated than ever. While it used to be only younger generations hopping around from job to job, layoffs and life changes, in general, have made it the standard. If people ask you why you've moved on or why you have a gap in your resume, have a good answer ready.
- Keep learning – If you want to be hirable, keep learning. It's good for your career and your brain!
- Check your implicit bias1 – Whether you're on the job hunt or you get the opportunity to hire, it's important to realize that it's fairly common to harbor implicit biases. But to be truly successful, it's important to set them aside and engage 1:1 with the person in front of you.
When it comes to facing down preconceived notions about your candidacy, the best strategy is preparation. Do your research and find out what might be standing in your way so that you can show talent acquisition professionals how wrong they are in the most positive way possible. After all, who doesn't want someone who has all the answers on their team?
Ready for your next challenge? Take a look at the top roles we have open.
Citations:
- How Generational Differences Shape Implicit Bias
- Myth-busting generational differences in the workplace
- 10 Misconceptions About Baby Boomers
- The Myth of Generational Differences in the Workplace
- Overgeneralizing the generations
- Quiet quitters, snowflakes: Debunking generational stereotypes in the workplace
- Generations and Generational Differences: Debunking Myths in Organizational Science and Practice and Paving New Paths Forward
- Boomers Can’t Learn, Millennials Are Lazy, and 6 Other Myths About the Multigenerational Workforce
- 11 Stereotypes about Millennials, Gen Z, and Gen X at Work
- Generation X
- Making sense of generational stereotypes at work
