Good article here from CareerJournal written as a “How To” for young workers entering the workforce. A good tip for any candidate from the article:
Try not to play hardball at this level,” warns Mr. Gordon. But you don’t have to be a pushover either. Once you’ve got a number, remain positive about the position. Ask, don’t demand. No one wants to hear you need more money to take vacations in Cancun, but you might have a case for a higher salary if you have to move to a new city. Ask for a day or so to think it over.
Another topic to be aware of is the fact that Gen Y candidates are interested in more than just compensation. They take a more holistic approach to their employment experience.
Gen Y is interested in the facility, their potential coworkers, the culture, the values and their immediate manager. We are observing this focus first-hand with a young sales candidate for one of our customers. His interest goes beyond the position which has shown up in his question pattern.
Be prepared to discuss their growth within the company. They are interested in their skill development and growth. This growth does not mean they are looking for a large corporation to move up the corporate ladder. Instead, they usually are looking for their own personal growth.
Our suggestions to provide Gen Y candidates:
-facility tour
-meet peers
-discuss growth opportunities
-one-on-one interview with their potential manager
-market background