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With over 25 years of experience in the media industry at companies, such as Condé Nast, Lionsgate, CBS, Viacom, Discovery and Hasbro, Joanna Dodd Massey, Ph.D., MBA is an experienced C-level communications executive and Board Director. She has managed brand reputation, corporate turnaround, crisis communications and culture transformation. Currently, she serves as a consultant, who advises clients on communicating with Millennial and Gen Z employees, consumers, and investors. She is a corporate speaker and trainer, as well as author of the upcoming book, “Culture Shock: Surviving Five Generations in One Workplace” (in stores on May 19, 2020).
When Baby Boomers and Gen Xers were job hunting early in their careers, they were mostly concerned with whether or not they could get the job. Did the company think they were a good fit? In the 1980s and into the early 2000s, workers didn’t think much about whether or not they were a good fit for the company. It was a different era, and both generations—which have lived through more than three recessions in their careers—were more concerned about material benefits than personal well-being.
Today, it’s different. Millennial and Gen Z candidates are focused on whether or not the job is a good fit for them. Young adults, and Gen Z in particular, are looking for professional growth, access to senior managers, and opportunities for advancement. The bottom line is that they’re looking for opportunity, fit and equality in compensation, as opposed to just the paycheck.
Following are some questions candidates can ask to assess if they are a good fit for the role and it meets their needs.
To be successful at a job, candidates need to have the skills, but they also need to be a good personality fit for the team and for the company. These three questions will elicit answers that help the candidate determine if they have the right personality and workstyle for the job, the team and the company. A good fit means a more successful career path at a given company.