Millennial Students Perceptions of Employability: Lessons for Generation X & Y Academics

Employability is a key economic development driver with a role to play in boosting national wealth, (Cranmer, 2006; Tomlinson, 2008). It remains a very important, yet challenging, issue for Higher Education Institutions (HEI). In particular, the initiatives and mechanisms used to develop this are the focus of increasing scrutiny and debate, (Thompson, Clarke, Walker and Whyatt, 2013). The issues of Millennials exacerbate this situation. These are a very distinct group. Generation Xers stayed on average 3.4 years in a post while Generation Yers decreased to 2.7 years’ tenure. Research would suggest that 67% of Baby Boomers entered their fifties in long-term employment, which is a changing future trend, (Harris, 2015). They are typically seeking immediate pleasure with low boredom thresholds and are often multi- taskers, (Guardian, 2011). They engage in multiple roles while continually learning as they go. LinkedIn has acknowledged that Millennials will change job 4 times in the ten years’ post- graduation, at a minimum, and by 2020 they will make up 50% of the global workforce, (PWC, 2016). Millennial graduates are branching out either to develop a portfolio of different occupations or to switch to different careers/industries in a lifetime, (Guardian, 2014; Forbes, 2012; LinkedIn, 2016; PWC, 2016; BBC, 2017). As educators, we need to respond to these very real trends and challenges. The reality is that a degree is now the career entry-level requirement with a wrap-around of key transferable skills needed, which are developed by Higher Education providers through employability interventions. The best way to respond to these changes and develop interventions is based on research evidence and understanding the specific employability needs and perceptions of this generational cohort.