Picture this, you ask the standard interview question,  “Where do you want to be in 6 months?” and the kid in front of you responds nonchalantly, “Well what’s your title?” You might be a little caught off guard. If you have been working for the company for 10 years, and have had to prove yourself to get where you are now, be warned, the generation you are interviewing now does not see longevity in a role as a prerequisite for career progression.

Instead of showing them the door and telling them they need a serious reality check, stay ahead of your competitors and make the most of the kid’s personal ambition! Don’t say, “Not a chance champ, you need to give the company your first born to get this corner office.” Instead ask them, “What do you believe it takes to get here?”

They aren’t stupid; they know how their parent’s generation advanced in their career, hard work, persistence, and company loyalty. Although, they might surprise you by listing none of these as traits they will use to get them to the next step on their way to CEO. With no intention of paying dues, or getting your coffee simply because you have seniority, they are competitive and see themselves as equals from the word go.

This type of Gen Y, seemingly over-ambitious, can inject enthusiasm and fresh ideas into your organisation. Technologically savvy, with an inclination to find an easier and more efficient way to do things, encouraging this newbie to continue asking, “Why?” forces you to re-examine the way you operate and improve systems, increasing efficiency and productivity.