This article is a compilation of what I learned when I conducted a search at the sharp edge where the generational conflict of values between Millennials and GenXers met against a backdrop of change as Social Media (SM) has infiltrated and reshaped communications practices. This series of posts combined an analysis of the SM landscape and the profiles of Millennials I recruited for a Director of Social Media (SM) where these issues surfaced.

What are Millennials looking for as they are aggressively pursued and offered multiple job opportunities in the Social Media (SM) space?  Is there a major shift in values from GenXers that impacts how Millennials make career decisions? What are the challenges and adjustments that must be made by Millennials when they wish to pursue senior managerial positions where GenXers are the hiring officers and decision makers? The situation is reversed for these Millennials when the hunted become the hunters.</span?

What are the consequences when the clash of Millennial’s values, expectations and behaviors are so off-putting to GenXers that they have no chance of successfully competing for leadership roles unless they fall in line?   What impact has SM had on consulting firms as they add new capabilities and create new positions where Millennials are the most qualified?

This 11-part series answered the following questions:

• What were the background/search parameters in a recent retained search for a Director of Social Media?
• How competitive is the marketplace for Social Media (SM) professionals? What is the impact of the hiring bubble and the proliferation of organizations offering SM consulting services?
• How have the roles of Social Media Managers evolved? What expertise is in demand as the function matures?
• What are the 4 Social Media business models I found? Why is there so much confusion and competition about what they do and how does that impact hiring?
• The marketplace and potential candidates – Are Gen X professionals with senior management experience qualified to fill a “hands on” Social Media position? Who would be qualified?
• Where could I find this hands-on Social Media Leader that was fully qualified? How competitive was the marketplace?
• The recruiting questions with no answers and no history – What career tracks and work history would be desirable as preparation for this newly created post?
• What was the best plan of action to attract qualified candidates for Social Media Leadership positions?
• What would be the best message to attract candidates? Where should this message be presented?
• Making initial contact with Millennials – What information can be shared and why?
• What was an appealing message to Millennials who were the target audience for these Social Media Leadership positions?

Here is the link to the complete article – Recruiting Millennials for a Social Media Management position creates a unique set of challenges. What is appealing to these candidates? Does what they want align with what the hiring manager (Gen X) is looking for? What are the 4 social media business models I identified?

TELL ME WHAT YOU THINK. Judy Cushman, Consulting and Retained Search, jcushman@jc-a.com