Tag Archives: "Gen X"

3rd Annual Study on the State of Gen Y Gen X and Baby Boomer Workers

PayScale and Millennial Branding Release Third Annual Study on the State of Gen Y, Gen X, and Baby Boomer Workers

Study highlights Millennials are having a harder time achieving financial independence than previous generations, are more willing to job hop; Report also finds gender wage gap is shrinking

Seattle, Washington and Boston, Massachusetts, November 19, 2014

PayScale, Inc., the world’s leading provider of on-demand compensation data and software, and Millennial Branding, a Gen Y research and management consulting company, today announced the third annual comprehensive study comparing career trends amongst Baby Boomer, Gen X and Gen Y/Millennial workers.

The report includes data for the following eight items, broken down by these generations:

Gen Y: 1982-2002 (ages 18-32)
Gen X: 1965-1981 (ages 33-49)
Baby Boomer: 1946-1964 (ages 50-68)

1. The percentage of respondents who live at home, or who have lived at home, since starting their career, broken down by gender, job and degree level.

2. The breakdown of attitudes about how long workers should be expected to stay in their current job before looking for a new one, overall and by job family.

3. Characteristics of an ideal manager, overall and by job family.

4. Characteristics of an ideal job, overall and by job family.
5. Top 24 skills and top 15 majors, as determined by the relative commonness ratio, and median pay for each.

6. Underemployment by degree level.

7. Gender Wage Gap Comparison – Median pay differences by gender and also job level, using controlled pay.

8. Breakdowns of company size and industry.

“Millennials are the first generation that isn’t afraid to fight for equality in the workplace and this study confirms that they are starting to close the gender pay gap that has existed in the American society for decades. In an economy that is still struggling to recover from financial crisis, Millennials are slower to achieve financial independence, even those that have high-level degrees,” says Dan Schawbel, Founder of Millennial Branding and New York Times bestselling author of Promote Yourself. “It also shows that it’s going to take even longer for Millennials to bounce back, but they should remain optimistic. They will be the majority of the workforce by 2015.”

Highlights from the report include:

Millennials are having a much harder time achieving financial independence than previous generations. Twenty-four percent of Millennials who took the PayScale survey said they have had to move back home at some point after entering the workforce due to financial hardship. That’s compared to only 10 percent of Gen Xers and 5 percent of Baby Boomers. The percentage tends to decrease as education increases. However, while only 7 percent of Millennial PhD’s have had to move back home, 16 percent of Millennial MDs end up living with mom and dad after graduation.

Highly educated millennials are facing higher rates of underemployment. Gen Yers who hold a PhD report being underemployed at a rate of 34 percent, compared to 27 percent for Gen Xers and 25 percent for Boomers. And, Millennial MDs are underemployed at a rate of 30 percent, compared to 22 percent of Gen Xers and 21 percent of Boomers. Underemployment can mean they are underpaid for their education/training, not using their education/training in their current job or are working part-time but seeking full-time work.

Millennials are not entering the workforce with the expectation that they will stay with a single employer for long. In fact, 26 percent of Millennials say that workers should only be expected to stay in a job a year or less before looking for a new position. Alternatively, 41 percent of Baby Boomers say workers should stay with an employer at least five years before looking for a new job. Only 13 percent of Millennials agree.

The gender wage gap is shrinking. When corrected for job choice, experience and hours worked, the gender wage gap is smaller for members of Generation Y at all job levels than either Gen Xers or Baby Boomers. However, the gap still widens for Gen Y (as it does for all other generations) as responsibility level increases. Female executives across all generations see a greater disparity in pay than individual contributors.

Millennials want to own their own business. Millennials don’t just have an entrepreneurial spirit, they are more likely than other generations to study majors related to entrepreneurialism.

“While it’s easy to assume Millennials are willing to job hop because they’re less loyal to their employers than previous generations, you have to really look at the current economic climate to understand why that attitude has shifted over time,” said Lydia Frank, Editorial Director, PayScale.

“Millennials are often facing higher rates of underemployment, not to mention higher student loan debts, they’re struggling financially when they first enter the job market, so their first job might not be the one they were hoping for. Languishing in a job that doesn’t utilize your education or isn’t paying you what you’re worth isn’t a savvy career decision either. The job market looks different than it did when Gen X and Boomers were first entering it.”

About PayScale

Creator of the largest database of individual compensation profiles in the world containing 40 million salary profiles, PayScale, Inc. provides an immediate and precise snapshot of current market salaries to employees and employers through its online tools and software. PayScale’s products are powered by innovative algorithms that dynamically acquire, analyze and aggregate compensation information for millions of individuals in real time. Publisher of the quarterly PayScale Index™, PayScale’s subscription software products for employers include PayScale MarketRate™, PayScale Insight™, and PayScale Insight Expert™. PayScale’s cloud compensation software is used by more than 2,500 customers including Mozilla, Tully’s Coffee, Clemson University, and the United States Postal Service.

Follow PayScale on Twitter: @payscale
Find PayScale on Facebook: http://www.facebook.com/PayScale

About Millennial Branding

Millennial Branding is a Gen Y research and management consulting firm based in Boston, Mass. Millennial Branding helps companies understand the emerging Gen Y employee by providing research, training, and advisory services. As representatives of Gen Y and advisers to management, our goal is to provide research and insights that will make you more profitable, grow your market share, help you understand your Gen Y employees, and turn you into an industry leader. As ambassadors to Gen Y, we want to give our generation a voice, support their careers, and connect them with brands that understand their needs.

The Multi-Generational Job Search Study 2014

National Survey Finds College Doesn’t Prepare Students for Job Search 

A new study from Millennial Branding and Beyond.com reveals how personality can impact hiring and long term career prospects 

Boston, MA and King of Prussia, PA, May 20, 2014Millennial Branding, a Gen Y research and consulting firm, and Beyond.com, The Career Network focused on helping people grow and succeed professionally, today announced the results of a study entitled, “The Multi-Generational Job Search.” Following a national survey of job seekers and HR professionals, 43% of the 2,978 respondents said that “cultural fit” was the single most important determining factor when making a new hire. And while academic success was helpful, the majority of hiring managers (64%) would still consider a candidate who hadn’t even attended college.

According to the survey, the top three attributes that companies are currently looking for are: a positive attitude (84%), communication skills (83%) and an ability to work as a team (74%). However despite this need, liberal arts majors (who are historically more focused on communications) were shown to be the least likely to land a job, with only 2% of companies actively recruiting those graduates – versus 27% for engineering and computer information systems and 18% for business. Proof of this shift was evident when 49% of all generations responded that they believe there are “no jobs” out there for those with a liberal arts degree.

Based on the data, acquiring a college degree is important, but may take a backseat to an applicant’s personality. In fact, 73% of hiring managers felt that colleges are only “somewhat preparing” students for the working world. The biggest challenges facing hiring managers seem to be how the job seeker presents themselves – 36% of HR Pros reported that candidates are “unprepared” and 33% said they have a “bad attitude” when interviewing.

The survey looked at Gen Z (Ages 20 or younger), Gen Y (Ages 21-32), Gen X (Ages 33-49), and Baby Boomers (Ages 50-68). Responses were then segmented into whether the respondent was an employer, or a job seeker.

Highlights from the Employer Responses:

Cultural Fit is Key – 43% of HR professionals rank “cultural fit” as the single most important thing in the hiring process, followed by “relevant courses” (21%) and “internship experience” (13%). Only 2% ranked “GPA” as being most important in the recruiting process.

Job Boards Are Effective – 45% of HR professionals find candidates on job boards, followed by their company website (18%) and employee referrals (17%). 71% said that referral candidates get high priority when deciding whom to hire.

Employers Want Personality – The top three skills hiring managers are looking for are: a positive attitude (84%), communication skills (83%) and teamwork skills (74%). The least important skills were:  “having a global perspective” (10%) and “working virtually” (10%).

College Isn’t Everything – 64% of employers would consider a candidate without a college degree, and 65% said that where a candidate went to school doesn’t matter. 73% feel that college is only somewhat preparing students for the working world.

Employers Can’t Communicate Needs – 61% of companies said that their talent needs have changed over the past two years, but 54% haven’t communicated those changes to the student marketplace.

Students are Unprepared – 36% of respondents said they are unprepared, and 33% said they have a bad attitude when interviewing. Employers suggested candidates could stand out in the recruiting process by “learning as much as possible” about their company (57%), “bringing a portfolio” of work (15%), and “bringing a case study” showing the results from a project (10%).

Highlights from the Job Seekers Responses:

Salary & Meaningful Work Are Key – The two most important benefits all generations look for when selecting an employer are “salary” (30%) and “meaningful work” (30%). Only 10% said “healthcare benefits” and 2% said “401K” plan.

Jobs are Online – The most popular way respondents are getting jobs is through “online job boards” 28%, followed by “company websites” and “referrals” at 8%. Only 2% have gotten a job from a career fair. More Gen Y’s are getting jobs through job boards than older generations and when it came to social networks, 53% are applying to jobs through LinkedIn, followed by 19% for Google+ and 10% for Facebook.

Is College Worth It? – Although 71% of all generations pay their way through college, 31% of job seekers said that a degree isn’t worth the cost. Due to the high price of education:

  • 41% said it’s going to take 4 or more years to pay back student loans
  • 53% said that colleges should be accountable for getting students jobs
  • 33% of all generations would have rather started a business than attended college in the first place
  • 59% said that college doesn’t prepare students for the real world

Young Entrepreneurs – 65% of Gen Z and 62% of Gen Y are either somewhat interested or very interested in starting a company, versus 54% of Gen X and 40% of Boomers. Gen Y’s (47%) and Gen Z’s (60%) are slightly more likely to work at a start-up than Gen X (43%) and Boomers (45%).

Quotes:

“In the current economy, majoring in liberal arts won’t yield good job prospects so you have to pair a liberal arts degree with business courses in order to become a more appealing candidate. Students have to up their game by being prepared for interviews, presenting their best self and matching their work style with the right company culture if they want to successfully find a job.”

Dan Schawbel, founder of Millennial Branding and New York Times bestselling author of Promote Yourself

“You hire a person, not a resume – college graduates need to take this into account as they prepare for their career. Corporations are looking to make a long term hire, preferably individuals that are flexible and can work well in a team environment. It is important to study a company prior to the interview, show them your passion and present yourself in the best possible light. Recent college grads need to remember that there is still one test left – the one-on-one interview.”

Rich Milgram, Founder and CEO of Beyond.com

Contacts:
Millennial Branding (Spokesperson): Dan Schawbel, dan@millenialbranding.com
Beyond.com (Media Contact): Michael Cavacini, mcavacini@brownsteingroup.com

About Millennial Branding

Millennial Branding is a Gen Y research and management consulting firm based in Boston, Mass. Millennial Branding helps companies understand the emerging Gen Y employee by providing research, training, and advisory services. As representatives of Gen Y and advisers to management, our goal is to provide research and insights that will make you more profitable, grow your market share, help you understand your Gen Y employees, and turn you into an industry leader. As ambassadors to Gen Y, we want to give our generation a voice, support their careers, and connect them with brands that understand their needs.

About Beyond.com

Beyond.com is The Career Network focused on helping people grow and succeed professionally. By connecting job seekers and employers through 70 unique career channels and 3,000 industry and regional communities, we are changing the way job searching is done and helping people build relationships around the world. Through powerful communication tools and a personalized online Career Portfolio, members have a 24/7 online presence and access to job search functions, networking features, statistics and social and industry research. Beyond.com was named to Inc. Magazine’s prestigious ‘Inc. 500’ list and is a Safeguard Scientifics, Inc. (NYSE: SFE) portfolio company. www.Beyond.com.

2nd Annual Study on the State of Gen Y Gen X and Baby Boomer Workers

Comparing Generations in the Workplace:  PayScale and Millennial Branding Release Second Annual Study on the State of Gen Y Gen X and Baby Boomer Workers

Latest Study Highlights Complexities Of Gen Y And Assesses Differences Between the Generations

Seattle and Boston – October 24, 2013 - PayScale, Inc., the world’s leading provider of on-demand compensation data and software, and Millennial Branding, a Gen Y research and management consulting company, today announced a comprehensive study comparing career trends amongst Baby Boomer (1946-1964), Gen X (1965-81) and Gen Y/Millenials (1982-2002) workers.

The 2013 study highlights both changing demographics in the United States, as well as the impact of the economic downturn of 2008 and the sluggish recovery the country has experienced.  Boomers are still in top positions and may be delaying retirement due to the economy, preventing younger generations from moving into management roles. The percentage of Gen Y workers managing people declined from 15 percent in 2012 to 12 percent in 2013. Furthermore, due to the economic collapse, Millennials are starting their professional lives later than previous generations and many are unemployed or underemployed right now.

“The economy has delayed their careers and their personal independence and forced them to work harder than previous generations just to catch up,” said Dan Schawbel, Founder of Millennial Branding and New York Times best-selling author of Promote Yourself. “They are taking on multiple jobs to pay back student loans and are being forced to create their own careers instead of relying on companies to do it for them.

Highlights from the report include:

1. Millennials are most likely to have had to move back home with their parents due to financial hardship after starting their careers (28 percent) compared to Gen X (11 percent) or Baby Boomers (5 percent).

2. More Baby Boomers (9 percent) wish they could change their boss (out of all the possible changes to their work situation) than Gen Y (6 percent) or Gen X (7 percent).

3. Baby Boomers are most likely to have the highest-paying jobs, including Chief Medical Officer (CMO) ($300,700), Psychiatrist ($215,200), and Aerospace Engineer ($122,800).

4. Gen X (7 percent) is more likely to have the option to work from home than Gen Y (5 percent) or Baby Boomers (5 percent).

5. Gen Y workers are more likely to work at small firms (<100 employees) than both Gen X or Baby Boomers (56 percent vs. 48 percent vs. 50 percent, respectively)

6. Gen Y reports the lowest levels of Job Satisfaction and Job Meaning, even though they also report the lowest levels of Job Stress.

7. After controlling for all other factors, there is only a 2-3 percent difference between male and female pay across all three generations, and that difference is the smallest for Gen Y.

“Similar to other studies, our research reinforces that the sluggish and uncertain economy has made a significant impact on the perspectives and experiences of not only Generation Y, but also Generation X and Baby Boomers,” said Katie Bardaro, lead economist for PayScale. “It is also important to note the complexities that each generation possesses based upon so many economic, cultural, and sociological conditions and issues.”

About PayScale

Creator of the largest database of individual compensation profiles in the world containing 40 million salary profiles, PayScale, Inc. provides an immediate and precise snapshot of current market salaries to employees and employers through its online tools and software. PayScale’s products are powered by innovative algorithms that dynamically acquire, analyze and aggregate compensation information for millions of individuals in real time. Publisher of the quarterly PayScale Index™, PayScale’s subscription software products for employers include PayScale MarketRate™, PayScale Insight™, and PayScale Insight Expert™. PayScale’s cloud compensation software is used by more than 2,500 customers including Mozilla, Tully’s Coffee, Clemson University, and the United States Postal Service.

Follow PayScale on Twitter: @payscale

Find PayScale on Facebook: http://www.facebook.com/PayScale

About Millennial Branding

Millennial Branding is a Gen Y research and management consulting firm based in Boston, Mass. Millennial Branding helps companies understand the emerging Gen Y employee by providing research, training, and advisory services. As representatives of Gen Y and advisers to management, our goal is to provide research and insights that will make you more profitable, grow your market share, help you understand your Gen Y employees, and turn you into an industry leader. As ambassadors to Gen Y, we want to give our generation a voice, support their careers, and connect them with brands that understand their needs.

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