As Generation Y heads into the workforce, they’re bringing new employment issues with them. The kids who grew up being told how special they were are entering a low-unemployment job market, allowing them to be picky about choosing an employer. George talked this through in his post What Millenials Want Out of Work: A Baby Boomer Rejoinder.
Although the Millenials often seek out challenging work and high levels of responsibility, these applicants’ parents are highly inolved in their kids’ job search. Kristin Gissaro, director of business development for NAS Recruitment Communications, wrote about the issue a few weeks ago, after attending a conference on multi-generational staffing issues.
Gen Y’s parents call to check on the status of their child’s resume or application. Some [employers] also mentioned receiving phone calls from parents of children who were reprimanded at work for dress code violations or excessive lateness.
The Stats
Michigan State University’s Collegiate Employment Research Institute (CERI) recently explored the role of parents in the recruiting process. Larger companies encounter parents more frequently, with almost a third of large corporations having experienced parent involvement.
That being said, the most ostentatious– and therefore the most talked about– forms of involvement are the rarest. Only four percent of respondents had seen parents attend their child’s interview, making it the rarest form of involvement. Most frequently (40%), parents obtained information about companies for their children.
Employers also reported that applicants’ parents sometimes attended career fairs (17%), made interview arrangements (12%), negotiated salaries (9%) or advocated promotions (6%) for their children. Some respondents reported that parents even helped their children complete work so they wouldn’t miss deadlines.
So-called “helicopter parents” hover, afraid their children will get hurt or make mistakes. Although the sentiment is sweet, it can have major repercussions for the child’s growth and development — and his job prospects.
The Peanut Gallery
The response to Gissaro’s post was overwhelming. Someone speculated that these tactics are Mom and Dad’s desperate attempts to get Deadbeat Johnny off their couch and into the workforce. A recruiter also responded, suggesting employers not hire any applicants whose parents called to inquire about the status of their application. He wrote:
Obviously that is someone who cannot become an effectively employee [...]. I believe it shows zero accountability, zero independence and zero initiative.
The Bottom Line
Indeed, many companies in the CERI survey saw parental involvement as interference, and wished there was less of it. But companies can use parents to their advantage. Companies with internships and co-op programs are used to providing parents with information about “their child’s future experiences with the company,” so parents are knowledgeable and comfortable with the company.
A parent’s favor can be crucial when a child weighs competing offers. The CERI study confirms that companies that do not convey information to parents find that they are losing candidates.
Thanks to bloodynosedseth for the picture.
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As someone who works at a college (and finds herself in constant discussions of ‘how involved is too involved’ from an academic standpoint, I found this post fascinating. Thanks!