What to Look for in Millennials with Limited Experience

Don Charlton

Job hunting has changed drastically since I was fresh out of college. With a robust economy and a college degree, Gen Xers like myself could expect to land a relevant job in their field without so much as a clean copy of their resume and a willingness to work. While that willingness to work is still there, a harsher economic landscape means much more is at stake for Millennials. And not just because landing a job is more of a struggle today; Millennials’ priorities have also been affected by the shift.

Millennials are in greater debt than their predecessors, they have lower employment levels, and they’re earning less money. They’re also living with their parents later into their twenties and staying on their healthcare plans. Not much of this is by choice. Because Millennials came of age during an economic crash, they’re making their way in the workforce but taking a different path. And often this means they’re coming to the boardroom with much less professional work experience.

What to Look for in Lieu of Career Experience?

Just because Millennials haven’t worked at other firms or companies before showing up at yours doesn’t mean their skills don’t translate, even if they’ve only held service industry, retail, or on-campus gigs. Here’s what to look for on a Millennial’s resume in lieu of professional work experience:

• Individual sports athletes. Was this young person a leader or performer on a sports team like tennis, swimming, or fencing? Even more so than a contributor on a team sport, you can expect these individual sports athletes to be full of perseverance and self-motivation. After all, you can’t mask performance amongst a team.
  
• Jobs that require dealing with strangers. Candidates who have dealt with strangers, like tour guides or call center workers, are likely more comfortable politicking and building rapport, two integral traits in the workplace. Experience dealing with strangers also indicates a certain level of assertiveness; these Millennials are likely persuasive and know how to use influence.
  
• Tenured roles. One key indicator of loyalty, commitment, and accomplishment on a resume is tenure. Did this candidate hold the same dishwashing job three summers in a row? Were they promoted to manager at their movie theater job after two years of part-time service? Tenure, even in smaller roles, is a great indicator of potential.
  
• Depth, not breadth, of activity participation. While extracurricular activities look great on a Millennial’s resume, not all participation should be valued the same. Joining a bunch of clubs shows some level of outside interest, but it’s a better indicator of dedication and passion if they were a long-time member and eventually became the leader of one club or team.

Off-the-Resume Indicators of Success

Also keep in mind that there are less obvious indicators of success that don’t show up on the resume. Here are three to look for as you’re screening and interviewing inexperienced Millennials:

• Hardship. Tough times build character and reduce feelings of entitlement. Whether the young person is from a single-parent family, helped raise their younger siblings, or worked to put themselves through school, these job candidates’ experiences indicate their humility and work ethic.
  
• Maturity. Check for natural cues that they’re wise beyond their years, like how quick they establish rapport with you and your team, how thoughtfully they listen and respond to questions, how clearly they articulate their points, and the comfortability of their body language. What these candidates lack in experience they make up for in maturity, confidence, and composure.
  
• Overpreparedness. Never punish a young person for being over-dressed for a casual interview or bringing unnecessary accoutrements, like a business card holder or a stack of their portfolios. Instead, note the pride they take in their appearance and the level of dedication they have to their work.

Hire Potential Over Experience

Today’s Millennial may be less experienced in a professional workplace, but savvy business leaders will be able to find the potential both on and off these young people’s resumes. Potential comes in many forms—from dedication to one retail job to a confident handshake and an articulate response—and it takes a similarly dedicated hiring team to see the real possibility in a young person who has yet to get their first break.

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