Millennials are about to be the largest segment of employees in the workforce. Their potential to make an impact on your small business is hard to ignore.

But what we also cannot ignore is the talent that lies within mid-careermillennial v mid career blog professionals. As we know, competition for great employees is fierce and for your small business to win the battle, there are a few things to consider about these types of potential applicants.

Here are some great ideas, gathered from business owners worldwide on the differences between the two sets of employees:

“They [mid-career professionals] started working during the technological era, but don’t rely on it. Most mid-career professionals started their careers at the cusp of massive technological advancement. They understand how the technology works and they use it efficiently. Microsoft Word, Excel, CRMs and ERPs? No problem! However, they don’t RELY on technology like the millennial generation. They know how to call a cab and not wait for an Uber. They also know that a picture with Kim Kardashian is ultimately useless,” explained Sebastien Dupéré, President and CEO of Dupray.

“The most obvious difficulty when hiring entry-level workers is a lack of skills and familiarity with the workplace. Younger folks might take time to adjust to working full-time in an office environment, especially if this their first job post-college. On the other hand, I would expect mid-career workers to have a set of knowledge and skills a new worker probably lacks. And if someone has been in the workforce 5-10 years but doesn’t have skills that make them stand out compared to new workers, that probably isn’t someone you want to hire,” said Marc Prosser, Co-founder and Managing Partner of Fit Small Business.

Owner and founder of Power Digital Marketing Grayson Lafrenz shared thoughts on both ends of the spectrum:

“Here are some benefits to hiring mid-career professionals: They usually come with a strong skill set and require less training and more seamless integration into workflows and teams. They have already worked at several companies so they don’t have that ‘grass is always greener’ mentality and can really appreciate the great benefits and culture that your company has. They are usually more polished and professional so from a management perspective they are typically lower maintenance and require less time to support.

For millennials, in my experience they are very knowledge hungry and if you can help them grow their skill sets, they will thrive in that environment. They generally come to you with no bad habits (or necessarily good habits) so you have the opportunity to really coach them up and help make them great. Depending on your industry, they bring you some great forward-thinking and are not afraid to challenge the status quo and try to evolve strategy. Also the acquisition price to hire these individuals is usually lower because they don’t have the experience, overhead and commitments of a mid-career person. You can think of it as a rookie baseball player who is still on their rookie contract vs. picking up a pricing veteran in free agency.”

To round things out, Bill Fish, founder and president of ReputationManagement.com makes a great point that, well… age shouldn’t matter.

“Mid-career people have been around the block so to speak and can be more focused on executing ideas. To pigeon hole your business into one demographic, whether it is millennials or dare I say ‘old’ people in their later 30s, it’s not in the best interest of your business. The goal should be to get the most out of the skill set of everyone at your business regardless of the year they were born,” he said.

While it is true that you shouldn’t hire based solely on number of years in the workforce, this insight provides some items for you to consider when weighing your candidate options.

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