Five jobs in five years? No worries
Today, a question from one of you. Gig reader Kurt writes:
“I’ve been thinking about switching jobs and finding something that will provide better benefits and salary for me and my new wife. But I was typing up a new resume and realized that — at 28 — I have five jobs that are one year apiece. How can I spin that in an interview as a positive? Can I just tell the truth and say that I’m not finding what I need, or do you think that might be a kiss of death?”
Well, Kurt, you’re definitely not alone. And while the job hunt is always stressful — no matter who you are and how great your resume might be — don’t let this particular issue keep you up at night. Because if the recruiters I talk to are any indication, your job-hopping isn’t as unusual as you might think. With more and more of us waiting to settle down and choosing “non-traditional” career paths — such as hostel-hopping through Europe or heading back to Mom and Dad’s while we write the great American novel — we’re less and less likely to stay in a bad job just because we need the money or don’t have other options.
Which is why you’ll hear some HR people say that they can’t get young employees to stay. But that’s actually a good thing for you. Because as more qualified, professional candidates come in with resumes that look like yours, those doing the hiring have been forced to focus less on job tenure and more on real skills and relevant experience.
But what does this actually mean? As discussed in a recent post, “Job-hopping Gen Yers aren’t disloyal, they’re smart,” many twentysomethings are simply opting for opportunities over loyalty. That was certainly the case for me: I came to Fortune at the age of 24, and it was already my fourth job out of school. Did that mean that I was a giant flake without any sense of purpose or commitment? Not really. Instead, it played as evidence of my risk-taking nature and willingness to follow the best gigs, managers, and experiences (or so my bosses tell me). And, ultimately, that made me a more attractive hire for companies that were looking for a person with a specific skillset and perspective, rather than someone they could develop all the way to retirement.
To be fair, I should point out that, while HR folks often say that we’re harder to keep than ever, the numbers don’t necessarily bear out our fickleness: In 2006, the median tenure for workers ages 25 to 34 was 2.9 years, according to the Bureau of Labor Statistics. And more than 20 years ago, in 1983, it was…3 years. Not exactly a dramatic drop. (And the same is generally true of younger workers: For those ages 20 to 24, the median tenure was 1.3 years in 2006, and 1.5 years in 1983.)
While there are economic fluctuations from decade to decade that caused some peaks and valleys, it’s possible that this relatively constant tenure number doesn’t yet capture the changing attitudes of young professionals. And one BLS survey found that the youngest Boomers — those born between 1957 and 1964 — held an average of 10.2 jobs between the ages of 18 and 38, a number that will probably just keep going up. Regardless, the fact is that recruiters definitely think we’re more fickle — and they’re starting to forgive us for it.
Of course, that doesn’t mean we should bounce around just for fun. After all, the postscript to my four-jobs-by-24 story is that I’ve now been at Fortune almost four years. And as Gig reader Dan pointed out in his response to the job-hopping post, “those who stay with the same employer for longer tend to get good at what they do,” among other things.
Of course, there are perfectly good reasons to move on, especially if you find yourself an expert at stapling and copying, but not much else. So, Kurt, if you can demonstrate some logic to your career moves, you’ll be in good shape. And in your case, with a new spouse — and the new priorities that (I hope!) come with that — you’re often even more desirable than you would be otherwise because recruiters know that you’re looking for stability.
So when you head into that next big interview, think about how you can show you’re a high performer who’s both learned and contributed in each job — and it won’t matter much whether you stay for one year or 10. (Though it’s probably a good idea to try to stay at least a year, as it’s kind of hard to argue you made a real mark in a job you had for six months.) I’m all for being honest about your struggles to find the right fit, but be sure to make the interview about how you made the best of each role, not how bad they all were. And since you’ll want to reassure the new company that you won’t be headed out the door fast, come with some examples of what makes their organization such a good one for you.
Think of the interview as a chance to tell your story. For so many of us Yers, that’s what work is — an enormous, seamlessly-integrated part of our personal stories that’s even more central because we often don’t have the things that take precedence over work in older people’s lives, like families. So figure out how to frame your career story in terms of trajectory and lessons and goals, and don’t get hung up on the numbers.
If you believe it, they just might, too.
What about you guys? Are your resumes similar to Kurt’s, or are you through with job-hopping?
Grant, I don’t usually reply to comments, but had to for you—I agree 100%, and obviously, it’s since been fixed. And really, your point’s a good one for anybody, but especially new-media Yers: Just because communication’s changed doesn’t mean standards should. Thanks for reading, and hope you’ll be back…
As a mid century baby boomer my resume looks like swiss cheese to some, to others they see the beauty and logic in my job changes even with the same resume.
What I hear back from recruiters is that the hiring manager is the one insisting on longevity in a position, and for some reason not focused on the desireable traits of experience.
When I mention I have forty years of experience and still can dive into new assignments with passion AND experiece, the recruiters glaze over entirely. So, what do you do? Keep trying!
I have read in a few posts that people would not be willing to take the “risk” in hiring people based on their job changing. For the most part, they are talking about people who have AT LEAST a Bachelor’s degree from an accredited university…. thats AT LEAST 4 years of stability shown in the degree. (actually, according to BLS survey’s the average 4 year degree takes a little over 5 years now.)
How does staying at a university for 4+ years NOT play into a person’s capability to be stable?
I have read in a few posts that people would not be willing to take the “risk” in hiring people based on their job changing. For the most part, they are talking about people who have AT LEAST a Bachelor’s degree from an accredited university…. thats AT LEAST 4 years of stability shown in the degree. (actually, according to BLS survey’s the average 4 year degree takes a little over 5 years now.)
How does staying at a university for 4+ years NOT play into a person’s capability to be stable?
I stopped reading when I hit “Americcan.” Print or blog, typos equate to a loss of credibility. Google Docs even has spellcheck… Shouldn’t your blog?
I stopped reading when I hit “Americcan.” Print or blog, typos equate to a loss of credibility. Google Docs even has spellcheck… Shouldn’t your blog?
Let me tell you something, kid. Working sucks, okay? Working sucks! And it doesn’t matter if you’re in a bank, a department store or a doughnut factory, because once you’ve been there long enough, the only thing you’ll care about is when your next pay increase is, how many vacation days you’ve accrued and if your health insurance is gonna pay for the cholesterol medicine that keeps your heart pumping no matter how much shit you’ve worked through it.
Let me tell you something, kid. Working sucks, okay? Working sucks! And it doesn’t matter if you’re in a bank, a department store or a doughnut factory, because once you’ve been there long enough, the only thing you’ll care about is when your next pay increase is, how many vacation days you’ve accrued and if your health insurance is gonna pay for the cholesterol medicine that keeps your heart pumping no matter how much shit you’ve worked through it.
38 and 9 jobs. Started off making less than $30K and now I’m making over $150K. Without question, each job change left opportunities to advance at the company I was leaving but the next level jobs at those organizations did not turn over often and are generally scarce. With each job change, I was able to take on greater challenges and hone my skillset. As I got older, I do find myself having longer tenures.
38 and 9 jobs. Started off making less than $30K and now I’m making over $150K. Without question, each job change left opportunities to advance at the company I was leaving but the next level jobs at those organizations did not turn over often and are generally scarce. With each job change, I was able to take on greater challenges and hone my skillset. As I got older, I do find myself having longer tenures.
Being in the second major employment downturn of my adult life, I have had to get used to being laid off (or notified that I will be) as it’s happened three times in eight years. I’d think it was just me, but in one case the company closed, in another, all of the offices in my region closed and in the third the company is going through huge shifts and I can see why the churn got me.
I work in HR – and what the younger of us know is that employees have become, essentially, free agents with its perils and promise. They are less upset when they are let go, but also more likely to go when opportunity presents itself. As companies grew less loyal, employees have adapted to meet these companies’ needs. Getting upset about it is moot- taking the learnings and moving on makes these employees essentially low-cost consultants.
Being in the second major employment downturn of my adult life, I have had to get used to being laid off (or notified that I will be) as it’s happened three times in eight years. I’d think it was just me, but in one case the company closed, in another, all of the offices in my region closed and in the third the company is going through huge shifts and I can see why the churn got me.
I work in HR – and what the younger of us know is that employees have become, essentially, free agents with its perils and promise. They are less upset when they are let go, but also more likely to go when opportunity presents itself. As companies grew less loyal, employees have adapted to meet these companies’ needs. Getting upset about it is moot- taking the learnings and moving on makes these employees essentially low-cost consultants.
The big thing with all of this is to make sure your happy too. As someone who moved around a lot in my early career (5 jobs 3 yrs) I then did 6 yrs in one job. The big thing for me is to make sure I both feel valued but also that I can contribute to the company. At the end of the day if I’m not either adding value or gaining it then I feel moving on is the best option – be that after 3 months or 5 yrs.
I’m soon to be 28 & graudated from college in May 2002. In the little over 6 years since I graduated I started out with a summer internship with one large Fortune company then ended up getting a full time position with another larger Fortune company. I have stayed with that company for almost 6 years now but am on my 4th job. I could still been doing my original job to this day (some of the same people are still there) but I wouldn’t have the varied experiences that I have gained from changing jobs.
I think hopping from company to company is more of a issue than hopping around within the same company. Staying with the same company can be construed as having loyalty to the company (whether you really do or not) if not the particular job you are doing. It can also be seen as trying to work your way up the ranks or trying to become more well rounded. I guess I’m lucky that my company is so large & has such a variety of jobs that I can try a bunch of different things without having to leave.
I’m soon to be 28 & graudated from college in May 2002. In the little over 6 years since I graduated I started out with a summer internship with one large Fortune company then ended up getting a full time position with another larger Fortune company. I have stayed with that company for almost 6 years now but am on my 4th job. I could still been doing my original job to this day (some of the same people are still there) but I wouldn’t have the varied experiences that I have gained from changing jobs.
I think hopping from company to company is more of a issue than hopping around within the same company. Staying with the same company can be construed as having loyalty to the company (whether you really do or not) if not the particular job you are doing. It can also be seen as trying to work your way up the ranks or trying to become more well rounded. I guess I’m lucky that my company is so large & has such a variety of jobs that I can try a bunch of different things without having to leave.
I think it’s also important to consider the options available to those of us on the end of Gen X and the Gen Y crowd.
I am approaching 30, and I’ve had many a job. A lot of this is because I was a liberal arts major, but a lot of it is because companies are revamping their benefits policies and attracting a new breed of talent.
Younger people are living under different circumstances. We know that when we retire we will likely not have social security, that pension plans are virtually non-existent. As such, we’re forced to seek jobs that offer us what we can enjoy NOW, not later. Non-traditional benefits like flex time, PTO, working from home, and paid-for advanced education are far more appealing than the traditional offerings.
I think it is also important to mention that organizations need to better work across generations to keep the younger workers loyal to the company. There is an interesting discussion about this very thing over at: http://blogs.capella.edu/organizationalperspectives/2008/08/07/webinar-working-with-individuals-across-multiple-generations/
I think it’s also important to consider the options available to those of us on the end of Gen X and the Gen Y crowd.
I am approaching 30, and I’ve had many a job. A lot of this is because I was a liberal arts major, but a lot of it is because companies are revamping their benefits policies and attracting a new breed of talent.
Younger people are living under different circumstances. We know that when we retire we will likely not have social security, that pension plans are virtually non-existent. As such, we’re forced to seek jobs that offer us what we can enjoy NOW, not later. Non-traditional benefits like flex time, PTO, working from home, and paid-for advanced education are far more appealing than the traditional offerings.
I think it is also important to mention that organizations need to better work across generations to keep the younger workers loyal to the company. There is an interesting discussion about this very thing over at: http://blogs.capella.edu/organizationalperspectives/2008/08/07/webinar-working-with-individuals-across-multiple-generations/
Five one-year stints are definitely a red flag. While it may be easy for someone to say, “I was just looking for the right opportunity,” it does not explain why this individual’s decision-making was so poor that they accepted five consecutive jobs that did not work out. At the very least, it would tell me that this person either still doesn’t know what he wants, or that he has no clue how to research potential employers. These are two things (knowing what one wants and basic research skills) that I would expect from someone in their twenties.
I have been hiring for almost 20 years. Any time I see someone who habitually jumps with less than 2 years at either the entry or CEO level, I strongly suspect there is an individual who hasn’t had time to learn from his/her mistakes. 20 years ago it was the CEOs who failed to stay and learn…now it appears to be the Gen-Y crowd. In either case, it’s to the detriment of themselves and their co-workers.
I have been hiring for almost 20 years. Any time I see someone who habitually jumps with less than 2 years at either the entry or CEO level, I strongly suspect there is an individual who hasn’t had time to learn from his/her mistakes. 20 years ago it was the CEOs who failed to stay and learn…now it appears to be the Gen-Y crowd. In either case, it’s to the detriment of themselves and their co-workers.
Im 24 and on my 3rd job. I doubled my pay from my first to my second and had a 21% raise from my 2nd to my 3rd.
Im 24 and on my 3rd job. I doubled my pay from my first to my second and had a 21% raise from my 2nd to my 3rd.
30… started my 5th job in 8 years (more like 4 really, the first one only last couple months).
1 word: startups.
I have to agree 1 year tenure each is a red flag. Also note that 1 year tenure also means the employee already starts looking for a job at least several months before they quit at least 2 – 3 months before they depart. That’s a huge distraction to their focus and effectiveness at work, so basically the company that hired him must pay this guy 1 year salary for maybe 10 months effective work.
I opt for 2 to 2.5 years.
30… started my 5th job in 8 years (more like 4 really, the first one only last couple months).
1 word: startups.
I have to agree 1 year tenure each is a red flag. Also note that 1 year tenure also means the employee already starts looking for a job at least several months before they quit at least 2 – 3 months before they depart. That’s a huge distraction to their focus and effectiveness at work, so basically the company that hired him must pay this guy 1 year salary for maybe 10 months effective work.
I opt for 2 to 2.5 years.
Well, Most of us seem to have little patience and the old ways of letting your work do the talking, prove it to the detractors and then make a move if it still does not bring you satisfaction is not something everyone wants to go with these days.
Well, Most of us seem to have little patience and the old ways of letting your work do the talking, prove it to the detractors and then make a move if it still does not bring you satisfaction is not something everyone wants to go with these days.
I have recruited for a Fortune 10 and a Fortune 50 company. Five jobs in 5 yrs is never a good thing.
I have recruited for a Fortune 10 and a Fortune 50 company. Five jobs in 5 yrs is never a good thing.
Hiring manager here. Five jobs in five years means that the next job won’t be working for me no matter how you spin it.
Gen Y better figure out quickly that they have a choice: buck ‘the system’ and go nowhere or assimilate and get those promotions, raises, and bonuses. They think they are pretty smart. We’ll see how many figure that out and how long it takes.
You’re right about Gen Y (1982 – 2000) not being job hoppers compared to Gen X (1964 – 1982).
The boomers that’s a whole other story. I’ll not blame them for appearing to be self-obessed because the media is self-obessed.
You are wrong about 5 jobs in 5 years. That is a definite red flag and a valid one. It warns that the candidate lacks the motive and/or the ability to do the grunt work and digging needed to find the opportunities to meaningfully contribute to their employer.
Most workers expect to be hired and trained so they can perform some task in robotic fashion but then whine when their job bores them to tears; that is, if they even wind up contributing at all.
The good ones usually wind up mastering the usually trivial task they were hired for quickly (within 6 months) and quickly start digging for more, relying on no one in particular, but learning to ask questions of the small subset of coworkers that are also actually contributing (and those that willingly cooperate are getting very, very rare sadly).
Try it, it makes for a much more fun job.
You’re right about Gen Y (1982 – 2000) not being job hoppers compared to Gen X (1964 – 1982).
The boomers that’s a whole other story. I’ll not blame them for appearing to be self-obessed because the media is self-obessed.
You are wrong about 5 jobs in 5 years. That is a definite red flag and a valid one. It warns that the candidate lacks the motive and/or the ability to do the grunt work and digging needed to find the opportunities to meaningfully contribute to their employer.
Most workers expect to be hired and trained so they can perform some task in robotic fashion but then whine when their job bores them to tears; that is, if they even wind up contributing at all.
The good ones usually wind up mastering the usually trivial task they were hired for quickly (within 6 months) and quickly start digging for more, relying on no one in particular, but learning to ask questions of the small subset of coworkers that are also actually contributing (and those that willingly cooperate are getting very, very rare sadly).
Try it, it makes for a much more fun job.
Well – I’m a Director of HR and a Yer! I’ve held 4 jobs in 8 years – it seemed to be the only way to get decent pay increase. As such, I certainly can’t fault candidates for a “job-hopping” history – we ALL want to get ahead. I look for qualifications that meet the position when recruiting. Loyalty is nice – but companies are no longer loyal to employees, so why should employees be loyal to a company? I don’t see any point in not taking advantage of career opportunities whenever they arrive!
Well – I’m a Director of HR and a Yer! I’ve held 4 jobs in 8 years – it seemed to be the only way to get decent pay increase. As such, I certainly can’t fault candidates for a “job-hopping” history – we ALL want to get ahead. I look for qualifications that meet the position when recruiting. Loyalty is nice – but companies are no longer loyal to employees, so why should employees be loyal to a company? I don’t see any point in not taking advantage of career opportunities whenever they arrive!
As an “old” boomer, I am loving all the press Generation Y is receiving. They are bringing a much needed shakeup to thinking about jobs and balance. Check out http://www.decontaminatetoxicpeople.com for more! Thank you!!!
As a hiring manager, Disagree, 100% If 2 equally good candidates come in and one had 5 jobs in 5 years and the other 2 jobs, there is no question that the 2nd one gets my job.
As a hiring manager, Disagree, 100% If 2 equally good candidates come in and one had 5 jobs in 5 years and the other 2 jobs, there is no question that the 2nd one gets my job.
I think something that HR should consider is that our generation has been more exposed to internships and 1 year rotational programs than anyone else. We can go through these internships, gain such valuable experience and mentoring, but there is not always a job waiting for us afterward. This is a function of the job market we are dealing with right now. But, this also means we are jumping around waiting for the right fit.
Us Y-ers were born with 9/11, iPods, wireless internet from day 1, we are very impatient. Our parents are greatly involved and important to our decision making. We want to see things happen quickly and get excited. Sometimes in these large corporations, things are moving a little slower than we’re used to.
So yes, I would say my resume looks like Kurt’s but I can definitely say that each company gave me opportunity to do great things there.
I think something that HR should consider is that our generation has been more exposed to internships and 1 year rotational programs than anyone else. We can go through these internships, gain such valuable experience and mentoring, but there is not always a job waiting for us afterward. This is a function of the job market we are dealing with right now. But, this also means we are jumping around waiting for the right fit.
Us Y-ers were born with 9/11, iPods, wireless internet from day 1, we are very impatient. Our parents are greatly involved and important to our decision making. We want to see things happen quickly and get excited. Sometimes in these large corporations, things are moving a little slower than we’re used to.
So yes, I would say my resume looks like Kurt’s but I can definitely say that each company gave me opportunity to do great things there.
I have an average tenure of 2.2 yrs. per gig. My first gig paid $29k, 10 years and five jobs later my current gig pays $150k+. The only way for me to get to this level was to find the right opportunity. The funny thing is that the gig that was paying me $29k ten years ago has called an would like me to come back for much more. Very interesting how the experience and relationships can help.
I have an average tenure of 2.2 yrs. per gig. My first gig paid $29k, 10 years and five jobs later my current gig pays $150k+. The only way for me to get to this level was to find the right opportunity. The funny thing is that the gig that was paying me $29k ten years ago has called an would like me to come back for much more. Very interesting how the experience and relationships can help.
I must admit I’m guilty of jumping around a little two much. I’m now 2 1/2 years out of college and at my third job. However, each job has been a beneficial move. I started with a small, private, German company. From there I went to a Fortune 500 company and now I’m at a Fortune 150. The main change has been in pay. At my two other jobs, both times I was not given any raises at my annual review because of budget issues. (In fact one I took a pay cut because I also had a guranteed bonus taken away) Both times I leaped at more money and now I’m making 21% more than my first job. As my dad, a loyal employee to the same firm for 35 years, says “It’ll only take 3 or 4 more jobs and you’ll be making 100k.” I hope it doesn’t come to that.
I must admit I’m guilty of jumping around a little two much. I’m now 2 1/2 years out of college and at my third job. However, each job has been a beneficial move. I started with a small, private, German company. From there I went to a Fortune 500 company and now I’m at a Fortune 150. The main change has been in pay. At my two other jobs, both times I was not given any raises at my annual review because of budget issues. (In fact one I took a pay cut because I also had a guranteed bonus taken away) Both times I leaped at more money and now I’m making 21% more than my first job. As my dad, a loyal employee to the same firm for 35 years, says “It’ll only take 3 or 4 more jobs and you’ll be making 100k.” I hope it doesn’t come to that.
I am a recruiter and I have to disagree. Seeing a resume with 5 jobs in 5 years(unless they are a contractor/consultnat) brings up red flags. Best you can do is give your best shot/valid reasons as to why you left…and don’t ever blame a former boss.
I am a recruiter and I have to disagree. Seeing a resume with 5 jobs in 5 years(unless they are a contractor/consultnat) brings up red flags. Best you can do is give your best shot/valid reasons as to why you left…and don’t ever blame a former boss.
Note that your mileage may vary. The attitudes toward shorter job tenures will vary based on area of the country (or world), industry, individual company, and individual hiring manager. Keep track of these trends among your acquaintances and those in professional organizations. But your best bet is no matter how many jobs you’ve had, establish a rapport with the people who are interviewing you and act confident and capable.
Note that your mileage may vary. The attitudes toward shorter job tenures will vary based on area of the country (or world), industry, individual company, and individual hiring manager. Keep track of these trends among your acquaintances and those in professional organizations. But your best bet is no matter how many jobs you’ve had, establish a rapport with the people who are interviewing you and act confident and capable.
I totally agree with your response. The problem is, your message is not yet getting through to a stubborn set of mostly older HR and recruitment people (I say this as someone in their 40’s). There are a large number of them that still view frequent job changes as a red flag indicating “instability”, or that you aren’t a “team player,” or some other nonsense. It will take some time before the reality of today’s job market will reflect in the attitudes of a mojority of hiring decision-makers.
I totally agree with your response. The problem is, your message is not yet getting through to a stubborn set of mostly older HR and recruitment people (I say this as someone in their 40’s). There are a large number of them that still view frequent job changes as a red flag indicating “instability”, or that you aren’t a “team player,” or some other nonsense. It will take some time before the reality of today’s job market will reflect in the attitudes of a mojority of hiring decision-makers.
I started with a small importing company. Worked there for three months and moved to a much better company. I am still here but I am thinking of moving. I agree that we are smarter, choosing opportunities rather than loyalty. I just hope some HR or mgmt people could see that
I started with a small importing company. Worked there for three months and moved to a much better company. I am still here but I am thinking of moving. I agree that we are smarter, choosing opportunities rather than loyalty. I just hope some HR or mgmt people could see that
I am the same but i cant even remember how many i have had my resume shows 4 which are the ones that i have suck at the longest although i must admit i was at one job from 18-22, its only been the last year when i cant find the perfect fit… i moved from sydney up the coast 2 hrs and the demographic is so different what i did in sydney where most employers would snap me up straight away the market here wont even look at me once…
I am the same but i cant even remember how many i have had my resume shows 4 which are the ones that i have suck at the longest although i must admit i was at one job from 18-22, its only been the last year when i cant find the perfect fit… i moved from sydney up the coast 2 hrs and the demographic is so different what i did in sydney where most employers would snap me up straight away the market here wont even look at me once…
My resume is very similar to yours and I could not agree more with the idea that the experiences I have gained are worth the explanation in that first interview.
Main reasons:
-You can easily turn the situation in to a positive aspect of yourself with a solid explanation.
-You only live once, experience all you can.
-If you are in a hostile work environment, use your talent where it is appreciated
-Personally, I am on a quest for that company that deserves my loyalty and when I find it, they will not be disappointed!
My resume is very similar to yours and I could not agree more with the idea that the experiences I have gained are worth the explanation in that first interview.
Main reasons:
-You can easily turn the situation in to a positive aspect of yourself with a solid explanation.
-You only live once, experience all you can.
-If you are in a hostile work environment, use your talent where it is appreciated
-Personally, I am on a quest for that company that deserves my loyalty and when I find it, they will not be disappointed!
I can appreciate what Kurt went through. Out of college it was one job for 2 years , then another for 1, a filler, and finally I found a job I enjoy. The key is to figure out how to market yourself as unique to employers by combining together the experiences you have had. If you do it well you can put yourself head over heals above the rest.
I can appreciate what Kurt went through. Out of college it was one job for 2 years , then another for 1, a filler, and finally I found a job I enjoy. The key is to figure out how to market yourself as unique to employers by combining together the experiences you have had. If you do it well you can put yourself head over heals above the rest.
- Using your contacts without making them feel used
- Tough moments for Obama offer lessons for Yers
- 5 (Gen Y) signs of the apocalypse
- Mentoring goes online
- ‘Tis the season to be social, not a social networker
- Yers won’t settle
- Planning your ‘career curve’
- Grow up and vote!
- Making true connections in a Facebook world
- Worst week ever!
- I am willing to pay for value. When I... More
- I plan to auction a house from govern... More
- The recession is far from over. There... More
- I'll believe the recession is over wh... More
- No, I do not think the recession is o... More
- Interesting article, and commendable ... More
- I switched careers at age 57 from the... More
- Interesting that the primary focus fr... More
- as a homedepot "home service" custome... More
- Nice article - BUT - Carol Tome is li... More
What started as a quirky Fortune cover story on Generation Y in 2007 has turned into a full-time job covering the fastest growing segment of the American workforce for Nadira A. Hira. But it's on The Gig that she's been able to speak directly to the much discussed, much maligned, and she thinks, very much underestimated Yers themselves, reflecting with them on everything from finding meaningful work to hiding meaningful body art. Herself a Yer, Hira has always been interested in engaging her peers, from her time writing for MTV News' Choose or Lose 2004 campaign, to her work spreading the Gen Y story as a speaker and television personality, from CNN to VH1 and back again. A recipient of the NewsBios 30 Under 30 award, showcasing business journalists on the rise, the would-be poet, sometime bartender, and professional sports fan, calls downtown Manhattan - and The Gig - home.
Grant, I don’t usually reply to comments, but had to for you—I agree 100%, and obviously, it’s since been fixed. And really, your point’s a good one for anybody, but especially new-media Yers: Just because communication’s changed doesn’t mean standards should. Thanks for reading, and hope you’ll be back…