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Who Promotes the Make Fun of Millennial Propaganda?

I saw a meme the other day picking on the millennials...again.  It said,

"Has no job, no educations and lives with parents.  Offered a job but turns it down because it doesn't start at $35,000 a year."

I'm a Baby Boomer.  Our stereotypes tended to be positive.  I have three Millennial daughters and their generation gets ragged on all the time.  They are seen as entitled, spoiled brats that need constant kudos to keep their fragile egos from falling apart.   I'm not bought into this.

I make a point of seeking out sharp young folks under 35.  I look to learn from them because their way of looking at things is often very different from mine.  They see things I don't see.  They grew up with technology as a given and see ways to apply it that are very creative.  Things that to me are invisible or dificult seem simple to them.

I can immediately think of three Millennials in the Infusionsoft community, these are partners running their own businesses under 30, that are doing extremely well.  They are hard working and are doing a great job for their customers and for themselves.

My first big experience working with recent college hires, people on the lower end of the Millennial age group today, was when I worked at IBM.  This was in the 1990's and I was assigned four recent college grads.  I some how got what everyone else on the project thought were the left overs.  The other team members were assigned the "more experienced folk."

My job and that assigned to our team of five was building a testing tool for the operating system we were building.  I headed up the team as the elder 32 year old.  I had a good 10 years experience over them.  I understood our environment.  I coached and guided and led the way.  It eventually ended up with me running as fast as I could to keep up with them.

To explain how well we did, take a look at the U.S. Patent we filed US Patent 5701408 - Method for testing computer operating or application programming interfaces.  You'll see our five names on it.

As I've developed my Larry Jacob Internet Marketing team focused on building online courses and membership sites, I've continued to look for young talent.  It has continued to work for me. I do have a bias toward hiring sharp younger people because it's worked so well for me in the past.

So my message today is to seek out a sharp youngster and hire them as an intern.  Give them that chance.  If you find yourself the right one, you may be surprised by the results you get.

Don't forget to check out my "3 Reasons Your Membership Site Won't Sell and How to Fix It" webinar.  In this short 20 minute presentation, I explain the things that keep courses from selling and the steps any course builder can take to get past these issues that hold them back.