Research Strategy Paper Gen 200

Top benefits of hiring freelancers that the hiring managers cited include: ability to start work immediately, access to specific skills and scaling as needs change.

At the same time, they view millennials as more open to change, creative and entrepreneurial, the very qualities that fuel agility and innovation,” said Jaleh Bisharat, SVP of Marketing at Elance-o Desk.

“That millennials are different is to be expected — they need to be.

But is it possible to make various connections with consumers who span several generations?

To better understand the habits of each generation, Buzz Stream and Fractl surveyed over 1,200 individuals and segmented their responses into three groups: Millennials (born between 19), Generation Xers (born between 19), and Baby Boomers (born between 19).

He is the New York Times and Wall Street Journal bestselling author of Promote Yourself: The New Rules For Career Success (St.

Martin’s Press) and the #1 international bestselling book, Me 2.0: 4 Steps to Building Your Future (Kaplan Publishing), which combined have been translated into 15 languages.This shift is making it faster and easier for businesses to hire for the skills they need, when they need them, while freeing professionals from set time and place work.Freelancers are expected to earn more than 0 million in 2014 via Elance and o Desk.As focus on skills increases, companies are adopting new hiring methods.41% of hiring managers plan to hire more freelancers in the next five years.As ambassadors to millennials, we want to give our generation a voice, support their careers, and connect them with brands that understand their needs.About Dan Schawbel Dan Schawbel is the Managing Partner of Millennial Branding, a Gen Y research and consulting firm.The majority (53%) of hiring managers report difficulty finding and retaining millennial talent, more than three times the number who say it is “easy.” The study also found that 58% of millennials expect to stay in their jobs fewer than three years. In order to fill their job openings, hiring managers are prioritizing hard skills over personality.This contrasts with previous generations, with Gen X (born between 1965 – 1981) leaving a company in 5 years on average and Baby Boomers (born between 1945 – 1964) leaving in 7 years on average2. 55% say they focus more on hard skills when hiring, versus only 21% who say they focus more on attitude or personality.Nearly seven out of ten (68%) hiring managers say millennials have skills prior generations do not, and more than eight out of ten (82%) hiring managers feel that millennials are technologically adept.In addition, 60% of hiring managers agree that millennials are quick learners.


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