Career Analysts Ltd

Level 4 Cathedral House

48-52 Wyndham Street

PO Box 91009



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Career Analysts Newsletter

Issue 3 - 2011


This Issue Contains:


Upcoming Career Analysts Training


Join us for our Career Coach Training on the 3rd & 4th of August:  This training is ideal for managers, HR practitioners, mentors and career coaches who assist others with their career decisions, and wish to maximize the future opportunities and career success of those they work with.  If you are thinking about an in-house career programne, or currently  do this as part of your role and would like a proven structure to support your conversations, CLICK HERE TO READ MORE



Getting it right for  Grads: How to motivate and manage the GenY-ers in our future talent pool


By Anne Fulton & Charlotte Millar: Career Analysts newest employee


Today’s emerging graduates seeking placement in the workforce are part of what is termed ‘Generation Y’, or “the New Millenials”. As the fastest growing sector of our workforce, with an estimated 70 million globally, it is important that the Gen Xers and BabyBoomers who manage them learn how to get the most from this critical future workforce.

The next ten years will see a large transition in the workforce from Gen X to Gen Yers in New Zealand. This expected change in pace requires a revised understanding of graduates’ needs and requirements in terms of their career expectations, motivations and work preferences. See Table 1 for a snapshot of generational differences.

Generation Y (1982-2002)


Generation X (1965-1981)

Cooperative team players






Value freedom and responsibility


Active learners










Technologically savvy



Resourceful and adaptable


Seek guaranteed job progression in a role even as a recent and inexperienced entrant into the workforce



Focused on the current job as a stepping stone for career progression


Seek work environments that reflect personal values



Of the opinion one was required to make a choice between family and career


Prefer interchangeable careers



Tended to remain in one career path


Value job feedback and guidance



Sought independence and initiative in a job

Career Oriented

Gen Yers are characterised as smart, creative, optimistic, achievement-oriented and tech-savvy. This young generation seeks out creative challenges, personal growth and meaningful careers. They seek supervisors and mentors who are highly engaged in their professional development.


With high career aspirations, they want early on to understand what their future career path is, and how to maximize their immediate opportunities.

As Bridgette Walker, a graduate of Otago University in 2010 now working as a Copywriter / Account Manager at The Brand Group in Auckland states, "As a university graduate I was after the opportunity to progress - a position where I had the chance to prove myself and move up the ladder as opposed to an entry level job that I was expected to stay in for years. I believe that within a company it's a two-way relationship where both the employer and employee can expect certain standards."



Generation Y craves attention in the forms of feedback and guidance. They appreciate being kept in the loop and seek frequent praise and reassurance. Generation Y may benefit greatly from mentors who can help guide and develop their young careers.

Providing coaching and mentoring support for graduates, can be a critical influencer on the future retention, goal alignment and engagement of that generation.  Jo Mills, General Manager of Career Analysts talks of the importance of upskilling your coaches and mentors and getting the right messaging and tactics into critical performance and career development conversations.  Jo suggests, “armed with the right questions and toolkit, and some insight into generational differences, managers and mentors, can make a significant impact on the early career experience of graduates and new Millenials.

Not just about the money

Money and professional growth continue to be prevalent factors in the considerations of recent graduates.  As Emily Taylor, Marketing Executive at The Icehouse in Auckland, exemplifies; “It is all about the experience when straight out of University. Don’t necessarily just go for money, go for the experience the role will offer”.  

These expanding expectations place pressure on organisations employing graduates in that it is no longer just the organisation requiring skills and certain attributes of the employee, the employee now demands the organisation meet their needs also; the relationship between employer and employee is increasingly mutual. The GenY graduate employee is searching for the whole package; a dynamic work environment, attentive management, time to pursue personal interests and particularly the opportunity for career progression.

Early Career Derailment

Despite being a largely career oriented generation, weaknesses in professional capabilities can easily derail a new graduate in their early careers. There is an expectation of these young professionals that they will be shown exactly what to do and how to do it, as opposed to initiating work processes themselves. Furthermore, Generation Y has been labeled as too reliant on technology as a complete means of communication which has the potential to result in miscommunication. In order to reduce this reliance, an emphasis on personal communication needs to be made.

Career coaching and advice would enable graduates to understand their inherent generational flaws and proceed into the workforce with these in mind, knowing that attention to correcting these flaws will aid a fast paced progression, whilst simultaneously benefitting the employer; emphasising the mutually beneficial relationship between employer and employee that must exist for corporate success.

Are they really Job Hoppers or is some early Career Realignment the answer?

The most important characteristic of Generation Y to be aware of is their tendency to switch jobs and organisations. One Professional Services client of Career Analysts reported that recent analyses of Engagement Survey results showed that there was a significant drop in the engagement and goal alignment of those aged 25-29, suggesting that specific targeting for this group would have payoffs.

In Charles Lawler’s book Managing Talent, there is a great case study on Deloitte describing a “mass career customization” tactic, which involved targeted career development initiatives enabling personalized career development plans for each of the targeted employees.  They report significant impacts on retention, engagement and alignment.

Career Analysts key tips for managing the career expectations of GenYers:

  • Provide lots of attention in the form of coaching, mentoring and development opportunities
  • Upskill your Gen Yers in how to avoid early career derailers
  • Provide every New Millenial with a targeted personal career development plan
  • Educate your managers and mentors with tips on handling Gen Y career expectations  and how they differ from those of Gen X and the Babyboomers
  • Upskill your managers in having powerful career conversations
  • Be creative in your solutions, crafting individualized career development activities
  • Support your new graduates with key initiatives targeted to build their professional skills, while making it explicit how this training and development enhances their personal “career capital”.

 Suggested Extra Reading

Career Dreams

Alisa Bartholomew, Managing Director of Career Dreams Ltd has been delivering this tool for Career Analysts over the past 4 years assisting hundreds of students to realise their Career Dreams!  With her team of Morrisby accredited coaches your Son or Daughter can received professional, helpful and practical support to identify their unique career path.   READ MORE . . .

Career Analysts in the Media


Debbie Schultz, a Career Analysts Career Consultant was featured in the July Issue of Employment Today discussing a long-term strategy for successful restructuring in the article ‘In the driving seat’.  To register for a complimentary copy of Employment Today CLICK HERE. .

Career Analysts’ General Manager, Jo Mills, shed light on the increasing number of women in the workplace and the diversity of the modern 40 year old in the August 2011 issue of Next Magazine in the article; ‘Is Age Just a Number?’ (Page 53-56).


Career Analysts was also quoted in The New Zealand Herald on Sunday July the 10th in regards to ‘Cheap ways to lift staff morale’ READ THE ARTICLE....

Worth a Read: Global Trends in Outplacement 

Aberdeen Group have prepared a first ever report on global trends in career transition. For those of you who aren’t aware, Aberdeen are Human Capital Analysts who report on what is happening globally in the area of Human Resources.   


For those of you who are time poor here is what we saw as key points of interest from this report:

  • Impact on engagement of remaining staff as ROI on Outplacement initiativesExit Interviews as being a highly valued offering by HR decision-makers using Outplacement servicesResume consultations and re-writes as being highly valued by service participants given increased role competition and market changes in resume styles
  • Psychological support and networking education also highly rated by participants given changes in world of work

Outplacement Builds Its Value on Engagement – free download of report available here for the next 30 days.


Win a $100 Dinner Voucher at SOUL!

We are in the process of updating our Outplacement service offering and would like to hear your thoughts on what is important to you. 

Take five minutes to complete our survey and go into a draw to win a $100 Dinner voucher at Soul. 


Click here to view a list of all our previous newsletters.

Click here to visit the Career Analysts website or

contact Jo Mills, General Manager today on

0800 TALENT.

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