If you’re attending school in Indiana, you’re probably thinking about what your future plans are. When I attended Butler University, it always sounded like everyone wanted to go somewhere else after graduation…New York, California, Washington D.C., and so on. I think part of the reason why people want to move somewhere else after graduation is because they aren’t aware of everything Indiana has to offer. Here are a few reasons why it’s worth it to stay in Indiana.
Indiana has the best of both worlds.
In 2016, a study of the best housing markets for millennials came with a catch – the cities with the best housing markets had almost no jobs to offer, and the best job markets meant higher housing costs. Cheap housing usually goes hand in hand with poor job markets. However, Indianapolis made the list of the top 10 most affordable metro areas for cost per …
Hattie Hynes is a Recruiting/HR Marketing Intern with Milliner & Associates. She will graduate from the Indiana University Kelley School of Business in 2019.
Through my internship with Milliner & Associates, I have access to many resources through the American Staffing Association (ASA), one of which are webinars on their web site. These webinars are conducted by professionals around the nation who are experts on what they teach. From marketing and social media to employment law and employee engagement, these webinars offer a variety of content with wonderful advice for businesses and people alike.
This week, I had the opportunity to watch a webinar conducted by Jamie Notter, founding partner of Culture That Works, LLC., entitled “The Power of Millennial Alignment: Understanding the Future of Employee Engagement.” Notter had a lot to say about shifting the older generations’ views of Millennials from an attitude of complaining to an attitude of learning, but …
In recent discussions about generational differences, Millennials dominated the conversation.
However, experts such as Nancy Ahlrichs of FlashPoint say another generation is emerging. Called “Generation Z,” people born between 1990 and 1999 are beginning to enter the workplace. The introduction of Gen Z makes five generations in today’s workforce: Veterans (70 and older), Boomers (Ages 51-69), Generation X (Ages 39-50), Millennials (Ages 26-38) and Generation Z (Ages 16-25).
Ahlrichs says as with Millennials, employers should consider the characteristics and expectations of Gen Z in order to foster high productivity and retain top talent.
Gen Z prefers a teaching-style of leadership rather than following orders without explanation. The preferred communication channels for Gen Z are face-to-face; tweets and texts; Instagram, Vine, Snapchat; and no phone calls/meetings. Interestingly, Gen Z typically does not use Facebook because that’s the social media site used by their parents and grandparents. Gen Z requires feedback on …
Generation Y “Millennials” may receive some criticism from the media and employers, but many possess skills that can increase the depth of an organization. Every generation has its quirks, and Gen-Y is no different. If employers know how to best work with them and utilize their burgeoning talents, however, Millennials can add great value to the office.
As the first generation to grow up with computers, cell phones and tablets at the ready, Millennials are primed to augment an organization’s technological skills. They can be the go-to candidates for starting a new social media platform or finding new technology resources to help your organization get ahead.
In addition to bringing new technology to the tools in your organization’s arsenal, Gen-Y interns and employees bring increased social awareness to the table. Today’s twenty-something employee is attracted to socially-conscious organizations and can help develop office volunteering plans. Beyond making an impact at …