By Dinte
June 5, 2013

There has been a lot of discussion recently about how different generations fit into the workplace.  Over the next couple of weeks, Dinte will explore what attracts, motivates, and challenges each generation.  For our first post on this topic, we thought it would be best to start with the first step on this journey - the job search.  To find out more about how different generations approach their job search, Dinte Executive Search recently hosted two events – one with C-level executives in transition and another with recent college graduates.  We discovered that different generations do have different strategies when looking for a new position. However, when we took a step back, we realized there are several points that can benefit all generations in the search for their next great opportunity.


  • Senior Executives (10-15 years of experience): Many senior executives have robust networks from various industries, functional areas, and geographical areas.  However, we found that many people don’t use their network to its full potential. To get started, Dinte often advises leaders to make a list of everyone they know and set up meetings with the most trusted advisors. We also encouraged senior executives to ask their network for introductions to other relevant industry leaders.
  • Recent Graduates: We also found that millenials do not use their network to its full potential.  Many students have access to career centers that will review resumes, answer questions about interviewing, and offer general advice.  Similar resources are often available through professional organization or mentorship programs that young professionals can join after graduation. We encouraged the undergraduates and recent graduates to take advantage of these opportunities.   

Optimizing LinkedIn

  • Senior Executives: People in leadership positions generally understand the importance of creating a LinkedIn profile. However, they don’t realize how robust and transparent the profile should be.  For example, many senior executives list job history but don’t include a robust list of accomplishments for each position.  It is also important to list job progression.  For example, if a person has been with the same company for many years, it is important to list all of the positions held and clearly outline promotions.
  • Recent Graduates: We were surprised to learn that many recent graduates have not created a LinkedIn profile or are not using it to its full potential. Many millennials are using it as a secondary source to learn company information or passively look for jobs. We encouraged them to use LinkedIn to directly apply for jobs, reach out to connections, expand on their traditional resume, and link to other professional social media profiles.

Social Media Presence

  • Senior Executives: Senior executives know personal social media sites are best kept private.  However, many senior executives underestimated the power in creating a professional voice on social media sites.  Twitter and involvement in LinkedIn group discussions can allow senior executives to stay connected with their network and meet new industry leaders.  
  • Recent Graduates: Millenials have a strong presence on multiple social media channels for both personal and professional use. Many are also aware of the importance of keeping personal channels private. However, we were surprised to find out that many students had never Googled themselves or considered their internet presence outside mainstream social media channels such as Facebook and Twitter.  We encouraged them to consider the privacy and professionalism of their entire internet presence such as personal blogs, YouTube comments, photo sharing sites, etc. 

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