Tag Archives: unemployed

The Process of Letting Go of Entitlement

Hi loyal readers and new readers. I’ve been on a bit of a hiatus for the past four months as I finished up my final semester of graduate school. Lots of sleepless nights slung over a keyboard, sipping coffee, while crying. The pain paid off and I finished my Action Report, graduating with my master’s in public administration two weeks ago. So for the last two weeks I’ve been recharging and trying to shift modes from academia to beginning my career journey in earnest.

Before I continue I’d like to take a moment to acknowledge fellow millennial blogger Erin for providing inspiration for this post with her article today over at Broke Millennial.

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My amazingly supportive family. No, that’s not Al Roker.

In truth, I really began my career journey nine months ago in December, 2012 when I made a few critical decisions.

  • Start creating content

  • Start applying heavily for jobs to get in the habit of career searching

  • Try to network as best I can, especially with people in New York

These were my preliminary goals, as I knew my journey as a student would be winding down. The way I created content was by starting this blog. It was a rough first few weeks (as you can tell with my first few posts), but over the next few months I think I grew into my voice as a blogger, something I had never even attempted before. As my writing grew stronger my desire to keep writing grew. I was writing roughly one to two 800+ word posts per week and loving it. But eventually that started to take a toll in terms of interfering with my academic work, which is why I basically took a leave of absence knowing that the small following this blog has garnered may be lost in the process. But creating something that I could call my own, and executing on a plan, was extremely satisfying. It also opened up access to a world of mini-bloggers that I didn’t even know existed previously. In fact, it was fellow blogger Rachel Gall that opened up her built-up network of young bloggers. When this happened I think I finally began to “get it.”

Granted, I started to understand this at a much much later date than most of my peers, but better late than never, as they say. This thing that I was beginning to understand is that consistently creating stuff, anything, is how to gain access to networks. Now, as I’ll discuss in an upcoming post, this is clearly not the only factor in networking, not at all, but it is important. Content grants access to networks and networks provide collaboration, and career, opportunities.

Seems pretty simple but this is not something that was ever described to me. Standard advice is just “to network;” well that doesn’t mean anything if it’s not placed in context. My conception of networking was as an event that took place in a tacky hotel conference room with thousands of complete strangers exchanging business cards. These formal networking events do take place, and I don’t want to knock people that attend these as I’m sure they work for them. But what I never understood was the informal networking process that goes on in everyday life, and this informal process is what mainly drives networking:

A co-worker introduces you to a family member in a specific industry. A college buddy’s girlfriend works for a company looking for someone with the skill-set you have, someone at your gym is the founder of a start-up, and the scenarios can continue. This is how most networking occurs and is probably the most successful type of networking. And this is something I’ve largely ignored up until now, but realize I need to change if I’m to begin my career.

Part of the problem is that I’ve always treated my personal life as personal, and academia and professional lives as something entirely different. So when I met someone new I instantly put them in a box of either potential friend, or potential colleague – I guess I never heeded the advice to not put people in boxes either. Well naturally doing this people-in-boxes thing hampered my ability to network because my colleagues were placed at arms lengths, while I never viewed my personal contacts as potential resources. There has always been something icky to me about thinking of personal friends as potential resources. What I realize now is that people in the white-collar world almost entirely network via personal connections and these “personal resources.” Again, I’ll get into the problematic nature of this in an upcoming post; but what makes this relevant in this post is that I’m learning how to approach the world as it is, not how it ought to be. And this gets into the issue of entitlement…

Those that are entitled don’t approach the world as it is, but how they think it ought to be, for them. Example of my own entitlement – and why I named this blog Entitled Millennial – is that I worked hard and completed graduate school, so I approached the world thinking that’s all I should have to do to land a decent job. Academically, I accomplished even more than what was expected of me so I internalized the idea that because of this I was entitled to a job in my profession. Check out my early posts and this is precisely what I discussed – feel free to cringe if you want.

Maybe, in an ideal world, that’s all it would take. But that’s not the world we live in, and coming to terms with that reality has been the hardest thing to figure out. I’m still in the process of coming to terms with this. That shiny new master’s degree I’m so proud of is really not all that valuable. And no one beyond me, and my immediate family, really cares about my academic achievements, employers certainly don’t. If I’m going to get to where I want to go I’m going to have to learn/utilize skills I’m not great at, networking being one of them.

Fortunately for me, by deciding to branch out and create content, as cliche as blogging has become, it’s given me a mini-portfolio. And more importantly, creating content has granted me access to a network of like-minded, twenty-something bloggers just trying to figure out how to get by. This mini-network may, or may not, lead to great opportunities, but the enjoyment I get from interacting with this group makes creating content worthwhile. And beyond that, I think interacting with this group is providing an effective antidote for my entitlement.

By the way, even if I do get over my entitlement issues, the name of this blog will never change. It’s too catchy, and click-bait worthy. And with that, I’d like to announce that Entitled Millennial is back in business, hiatus officially over. I’ve got some really interesting content lined up for all of you, and I hope you’ll stayed tuned and engage in the comment section.

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Do Employers Know What They Want?

Since the start of the Great Recession a popular mode of thought has been that employers want employees with specific technical skill sets. There has been a huge push for more Scientists, Technologists, Engineers, and Mathematicians (STEMs) in the American workforce. We’ve all heard the numbers, hundreds of thousands of STEM jobs remain unfilled in the United States because there are not enough qualified graduates to fill them. Having said that, is the popular narrative that liberal art majors can’t contribute meaningfully to organizations entirely a myth? Do employers really pass over generalist completely?

According to this article, they don’t. Apparently many employers want broad skill sets when looking for employees. This is, of course, what college has traditionally been about. Getting a broad foundation, and dabbling in the specifics of a particular field has been the modus operandi of higher education for decades.

“93 percent of employers agreed that “a candidate’s demonstrated capacity to think critically, communicate clearly and solve complex problems is more important than their undergraduate major.” Four out of 5 employers said each college graduate should have broad knowledge in the liberal arts and sciences, and 3 out of 4 would recommend a liberal education to their own children.”

This is a confusing message; employers want broad skill sets, but they also want experience and talent in specific fields (usually STEM fields). It seems employers want it all, and since the recession began they are increasingly demanding it all, because they can.

The recession has allowed employers to be more selective in their hiring processes because of basic rules of supply and demand. Huge demand for jobs, low supply of jobs. What’s been dangerous about this is that while employers are apparently fond of generalists, they are increasingly making their hiring processes more demanding. Instead of just wanting people who have a broad higher educational background; they now want, and can demand, job candidates be highly proficient in a specific skill set coming straight out of school. Not only must a graduate know important concepts in sociology, literature, political science, history, and philosophy; but we’re expected to have some specific training in biology, chemistry engineering, computer science, or statistics. This is just, frankly, unreasonable. Where there used to be an expectation between employers and employees alike that there would be some on-the-job training, I get the impression this is no longer the case. Employers are looking for people that can truly hit the ground running with very little training and/or oversight. Again, it’s understandable, but unreasonable.

Which brings me to another point; employers are making prospective employees jump through hoops during the hiring process. In some respects the hiring process at some organizations is comical, but because employers can do it, they are doing it. In this New York Times piece from last week, some of the comedy of the hiring process is highlighted:

“Like other job seekers around the country, he has been through marathon interview sessions. Mr. Sullivan has received eighth- and ninth-round callbacks for positions at three different companies. Two of those companies, as it turned out, ultimately decided not to hire anyone, he said; instead they put their openings “on hold” because of budget pressures.”

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Eight to nine interviews is a bit excessive. What could possibly be gained from bringing back candidates so many times? This just leads me to believe that employers, due to the breadth and depths of candidates in this economy don’t actually know what they are looking for. It’s analogous to someone who is so picky about who they date that you get the impression they don’t actually know what a good partner is because they’ll find faults in everyone. And if you’re an organization that is facing budget pressures, is it really a smart move to be interviewing candidates you know you can’t hire? Is that fair and considerate to the candidates time and emotional investment? As job seekers we’re told to know details about a company before going into the interview process. Is it not also the responsibility of employers to know what they are looking for, and the resources available to the company ahead of time?

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