September 18, 2024 • 17 mins
In this episode, we sit down with Jade Walters to discuss her journey as a successful content creator and expert on the experiences of Gen Z in the workplace. Jade shares her experiences of starting a blog during her college years, the impact of a viral tweet, and how she turned her passion for professional development into an ebook. We also delve into the perceptions and myths of Gen Z in the workplace, discussing how this generation is challenging the status quo and redefining career paths.
Highlights:
- How a viral tweet during the pandemic led to the creation of an ebook.
- The importance of professional development for Gen Z.
- Gen Z's entrepreneurial mindset and adapting to the job market.
- Overcoming myths and misconceptions about Gen Z in the workplace.
- The role of social media platforms like TikTok and LinkedIn in professional growth.
- Setting boundaries and promoting a healthy work-life balance as a Gen Z employee.
- Jade's insights on how Gen Z can bring positive changes to the workplace.
Connect - Links & Resources
http://theninthsemester.com
- LinkedIn: https://www.linkedin.com/in/jadekwalters/
- TikTok: https://www.tiktok.com/@theninthsemester
- Instagram: https://www.instagram.com/theninthsemester
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Mark as Played
Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:00):
I've seen that shift with a lot of people in my
generation where it's likethey're investing in themselves
and a lot of times, too, theycan use the knowledge or use the
experience that they have withtheir business or with their
other business ventures to helpthem get a job, or they can use
that to go full time as anentrepreneur time as an
(00:27):
entrepreneur.
I've seen my generation reallysee the value of investing in
yourself and creating thingsthat it's just for you, that no
one can take away from you.
Speaker 2 (00:43):
Welcome back to the show.
Hope you're all having a greatweek so far.
So we have been off on a coupleweek hiatus but so excited to
share a couple of updates withyou.
We have been recording someawesome content for you, great
podcasts that we will befeaturing over the next several
weeks.
We have decided to slightlyupdate the name of the show just
(01:06):
to reflect more of what we'redoing on each of these episodes,
so the show is now called theWomen of Influence podcast by
she Speaks.
Each week you can still expectto hear great conversations with
women who have built some sortof influence, whether that is in
the publishing world or in thesocial media world or in the
(01:29):
business world, just across manydifferent areas, so that we can
find lessons from their storiesto hopefully inspire each of us
.
You'll see new art as well forthe podcast, but I am excited to
share with you more about ourguest today.
We have Jade Walters on.
She is a social media marketingand campus recruiting
(01:50):
professional and several yearsago during COVID, she had a
tweet that ended up going viraland that was very much the start
of her becoming an influencerin her own right.
She now has over 100,000followers where she provides
tips and opportunities for Gen Zso that they can stand out when
(02:13):
they are looking for jobs.
Gen Z is probably about 27 or28 right now, and the youngest
is probably around 13 people inthat age range.
But at the older end of thatage range they are obviously in
the workforce, and so Jade helpsprovide tips and skills for
interviewing for jobs and sheshares job postings.
(02:36):
I am excited for you to hearthis conversation with Jade
because we really get into a lotof interesting topics around
what does Gen Z bring to theworkforce, how they will impact
the workforce as we go forward.
I'm going to let you hear mygreat conversation with Jade.
Here we go.
Jade, welcome to the show.
Speaker 1 (03:02):
Hi, thank you for having me.
Speaker 2 (03:04):
I'm excited to have you on the show, so let's just
take a step back.
How did you get started?
You've built this hugefollowing.
How did you get started todoing what you do now and
building this following?
Speaker 1 (03:16):
So I've been blogging for a few years now, since 2017
, but I really started creatingmy content for the ninth
semester during, like my senioryear, more so like my junior
year like I dabbled a little bitin the content because I have a
personal blog that I was, youknow, creating some of that
content with.
And I just started on Twitter,honestly, like I had made a
(03:38):
tweet where I was sharingpost-interview questions.
It was at the height of thepandemic and then that went
really viral and then from there, I turned that into an ebook
and then, as I approached mysenior year, that's when I
decided to, you know, exploremore content, whether it was
blog posts or Instagramcarousels.
I was just trying little thingsjust to see you know how well
(04:00):
it would do, and I was reallyinterested in the topics of just
professional development.
It came pretty easily to mejust because I had a lot of
knowledge that I was able topour back into others.
Speaker 2 (04:10):
So you take this tweet that you did, that went
viral and you decided to convertit to an ebook.
So, okay, just that there'ssomething about Gen Z that is so
, I guess, entrepreneurial inthat you realize that you have
(04:31):
something because the tweet goesviral and then you convert it
into something else.
So what does the e-book do foryou?
Speaker 1 (04:41):
For that e-book.
It just allowed me to justexpand on the topic.
So the thread essentially wasjust about good, great
post-interview questions.
And then with that ebook I wasable to really go deeper where I
can help that reader preparefor before, during and after of
the interview.
So it allowed me to just expandon this topic and go more in
(05:02):
depth with the resources and thehelp that I was able to give
others as they were preparingfor their interviews.
Speaker 2 (05:07):
If you think about, then, this area that you focused
on, which is really giving GenZ tips for helping them stand
out in the interview process andreally helping them focus in
terms of the job market, whatwould you share and what do you
think people should know aboutGen Z as it relates to the
(05:30):
workplace and working?
Speaker 1 (05:32):
I feel like there's many layers to this and things
to consider.
I will say the biggest theme isthat, gen Z they're not afraid
to leave a situation that theyfeel isn't working for them.
I know a lot of people give usflack about leaving jobs early
or not staying in job for yearsand years, but I appreciate that
(05:53):
because it just shows thatwe're not going to just continue
to just stick something outjust for tenure or just to say
that we've been here for Xamount of years, because we've
seen in other generations wherethey can be at a company for 5,
10, 15 years and they're unhappyor they're still in the same
level that they were for yearsor still making the same pay.
(06:15):
Especially with the pandemic,we've seen that it's okay to
leave a situation where you'renot happy because there's always
something better on the otherside.
Speaker 2 (06:25):
I think that it's also a good time when you're
younger to get differentexperiences and to kind of try
things on to see what fits.
There was a study that saidthat it was amongst hiring
managers and it said that 40% ofemployers will not hire Gen Z
applicants and that they tend tofavor applicants from other
(06:47):
generations, and that theseemployers are citing that.
Reasons are that they feel likeGen Z is ill-prepared for
working, they don't know how toact in an interview or they
might be difficult to manage.
With your knowledge andexpertise of Gen Z and coupled
with what I just said, which isI personally, as a member of an
(07:11):
older generation, would say, Ithink we have to take as hiring
leaders, we have to take intoaccount that Gen Z brings a
skill to the table right out ofthe gate.
I want to get your perspectiveon this as an expert in Gen Z
the gate.
I want to get your perspectiveon this as an expert in Gen Z.
Speaker 1 (07:30):
What are perceptions, what are myths and what's the
value that people need to keepin mind when they bring somebody
in from Gen Z.
I think it's important toremember that with Gen Z,
they're now getting into theworkforce and for some of them
they may not have hadprofessional experience before
or it may be their firstinterview.
So it is understandable thatthey may not be prepared for
(07:53):
interviews because they justhaven't been in one before.
So it's a brand new setting.
But I think the biggest thingand this is what I've heard from
my audience and even like as Iexperienced when I was on my own
post-grad job hunt is just theimportance of giving them a
chance, just because with our,with my generation, they're very
(08:15):
I will say they're veryadaptable because for some of
these students they may have hadnumerous leadership experiences
on campus or numerousopportunities where you know
they were on an e-board of theirclub.
They're very much a generationwhere they can turn lemons into
lemonade.
There are some students whothey've had numerous campus
(08:37):
roles and numerous leadershiproles on campus to where it's
like they're pretty much readyto work in these environments
because they've been preparingfor the past four years without
even realizing.
Speaker 2 (08:50):
Is there a myth in your mind that Gen Z is harder
to manage, or do you think it'sjust that older generations
don't change up how they managesomebody who's of Gen Z?
They just need more experiencemanaging those people?
Speaker 1 (09:08):
I will say for other generations they're probably
used to micromanaging theiremployees and Gen Z is very
anti-micromanage, so I can seewhy they would say that we're
hard to manage.
So it is a matter of learningabout what this generation needs
from their employer, needs fromtheir boss, to be an effective
(09:31):
employee on their team.
Some people can deal with themicromanaging to a certain
extent, but for Gen Zers, theydon't need that micromanaging
and they need more of a support.
They need more of an advocateand even just kind of in a
mentorship, in a way like,especially if it's their first
full-time job and they'renavigating what that role looks
(09:52):
like or where they want theircareer to go from there.
I feel like with Gen Z,especially over the last four
years, we've seen the importanceof having like a safety net or
a safety blanket when it comesto our careers, especially
during the pandemic when we wereseeing people being laid off
all the time.
We're still seeing a lot ofpeople being laid off now.
So that's where we're decidingokay, we're going to invest in
(10:13):
ourselves and we're going tocreate something that is just
for us.
That was one of the reasons whyI created my blog, because I
wanted to work in early careerrecruiting, but then I also
wanted to have a business thatwas my own, that is just in case
anything were to happen, If Iwere to ever get laid off or
something like I have thisbusiness that it's mine and no
(10:35):
one can take away from me.
And I've seen that shift with alot of people my generation
where it's like they'reinvesting in themselves and they
can use the knowledge or usethe experience that they have
with their business or withtheir other business ventures to
help them get a job, or theycan use that to go full time as
(10:57):
an entrepreneur Like for me, therole that I have, like wherever
I go career wise.
The ninth semester is going tocome with me and I'm going to
learn a lot as an entrepreneurthat I can still adapt into my
full-time work or I can stillbring in and just I've seen my
(11:20):
generation really see the valueof investing in yourself and
creating things that it's justfor you, that no one can take
away from you.
Speaker 2 (11:29):
There's so much value for your generation that you
have that mindset.
You have this full-time jobthat you but you also have
created this this, this ninthsemester, which is your business
that you can do while you're inthat full-time job, when you've
been posting on TikTok and youpost frequently about different
(11:52):
jobs and internshipopportunities for Gen Z.
What made you decide to go withthat method in terms of sharing
opportunity, and what's theresponse been like?
Speaker 1 (12:05):
So I started with TikTok because at that time, it
had been popular in the Statesfor about a year and I have been
a fan of TikTok since 2019, butthen it got popular in 2020.
And, as a content creator, alot of my creations has been
through written content orInstagram posts, and I wanted to
challenge myself to do videocontent, because that was just
(12:27):
an area that I didn't reallydabble much in it, like I didn't
really feel too comfortable infront of the camera so I chose
that platform as a challenge formyself.
But then also, at the same time, I saw how it was beginning to
blow up in the state, in peopleliterally growing communities at
rapid fire, so I saw that as agreat place for me to get
(12:50):
started.
But then, at the same time, too, I was using utilizing the
platform for career advice ortips and I noticed that this was
a place where you can come tofor that information as well as
finding those job opportunities.
So seeing other people doing itshowed me, okay, that this is
something that I can do.
And I started with TikTok andand it was really great.
(13:13):
Like nowadays, a lot of mycontent I have been shifting
back into written content justbecause it's always been my
go-to and my specialty.
But I still show up on TikTokand I still have a very
supportive community there,which is great.
And now I'm dabbling more in tosharing more insights of my
life, because on LinkedIn I'mstill sharing the same advice,
(13:36):
whether it's early career tipsor job opportunities, but then I
was also incorporatingantidotes from my early career.
And now I'm in a phase ofTikTok where I'm trying to do
that too, because at first a lotof my content was strictly
focused on the tips and theresources and job opportunities,
but I started to get morerequests from my audience
(13:58):
wanting to learn more about me.
So it's been fun to give theaudience what they want but then
also incorporate things that Iwant to do and show who I am
behind my business.
Speaker 2 (14:09):
I love that you're thinking about the platforms
differently.
I think obviously there's,there are nuances to each of the
platforms and what does.
Well, I'm curious if you couldtalk a little bit about.
You said that you wanted toreally kind of push yourself and
challenge yourself to do videocontent.
Do you feel like video is kindof where the platform because
(14:32):
like LinkedIn just pushed outlike so much more video, right?
Do you think that's wherethings are going?
Speaker 1 (14:38):
Yeah, I've definitely seen an increase in more
platforms wanting to incorporatevideo, but I think it's great
to give the viewers optionstowards like you have the video,
but then you can also see thatwritten content, and then even,
just like with platforms likeTikTok, they're expanding the
video time.
So I know for TikTok you canpost a video that's up to like
(15:00):
10 minutes long, and that'ssomething new within the last
two years.
Like at first it was just 30seconds and then it was a big
thing when they pushed it to 60seconds.
So now that it's at 10 minutes,that's pretty huge and it just
shows that people they want tohear more, like they don't want
to have a limit in theinformation or the stories that
(15:21):
they're receiving when they'reon these platforms.
Speaker 2 (15:22):
In thinking about how job seekers are changing.
How do you think Gen Z willreshape the workplace?
Speaker 1 (15:32):
Definitely by setting boundaries.
Like we're really great withsetting our boundaries, whether
that's like we're going to leavethe office promptly at five and
where, like I know, there'sbeen this big shift in the
generation where a lot of peopleare like pretty sober, curious,
or just like I know like happyhours is like a really big thing
(15:53):
in the corporate space.
That was something.
When I got into the corporateworld I was very surprised to
see like there was like my firstjob there was so many happy
hours and just like normalizingthis culture of drinking.
I know a lot of my generationare.
They're not really fond of thator they just like happy hours
at work is just not the bestplace to get drunk.
(16:14):
So just setting firm with theirboundaries of what they want,
what they'll allow in theworkplace as well as what
they'll allow when it comes tothe relationships that they're
building with their coworkers.
Speaker 2 (16:27):
I love that, that to your point, like when you said
that Gen Z is kind of creatingand helping to set boundaries,
that Gen Z is now in theworkforce and kind of bringing
these attitudes and thesephilosophies to the workplace.
But I also wonder, you know,can Gen Z teach old dogs new
(16:50):
tricks, Like, can the oldergenerations learn something from
that approach?
And and I think that we can, Ireally do.
I think there's so much there.
Well, Jade, I am so grateful toyou for spending this time.
If people want to follow you,what is the best way for them to
(17:10):
do that?
Speaker 1 (17:11):
Yes, thank you again for having me and the best
places to follow me.
I'm at the 9th Semester onTikTok and Instagram, and you
can also find my content onLinkedIn at Jade Walters and my
website, theninthesemestercom.
Speaker 2 (17:28):
I cannot wait to see what's ahead for you, because
it's unbelievable what you'veaccomplished in just a short
time, since you've kind of hitthe ground running in the
workforce.
So thank you for spending thistime.
Speaker 1 (17:40):
Thank you, thank you.
Speaker 2 (17:42):
My pleasure.
I've seen that shift with a lot of people in my
generation where it's likethey're investing in themselves
and a lot of times, too, theycan use the knowledge or use the
experience that they have withtheir business or with their
other business ventures to helpthem get a job, or they can use
that to go full time as anentrepreneur time as an
(00:27):
entrepreneur.
I've seen my generation reallysee the value of investing in
yourself and creating thingsthat it's just for you, that no
one can take away from you.
Speaker 2 (00:43):
Welcome back to the show.
Hope you're all having a greatweek so far.
So we have been off on a coupleweek hiatus but so excited to
share a couple of updates withyou.
We have been recording someawesome content for you, great
podcasts that we will befeaturing over the next several
weeks.
We have decided to slightlyupdate the name of the show just
(01:06):
to reflect more of what we'redoing on each of these episodes,
so the show is now called theWomen of Influence podcast by
she Speaks.
Each week you can still expectto hear great conversations with
women who have built some sortof influence, whether that is in
the publishing world or in thesocial media world or in the
(01:29):
business world, just across manydifferent areas, so that we can
find lessons from their storiesto hopefully inspire each of us
.
You'll see new art as well forthe podcast, but I am excited to
share with you more about ourguest today.
We have Jade Walters on.
She is a social media marketingand campus recruiting
(01:50):
professional and several yearsago during COVID, she had a
tweet that ended up going viraland that was very much the start
of her becoming an influencerin her own right.
She now has over 100,000followers where she provides
tips and opportunities for Gen Zso that they can stand out when
(02:13):
they are looking for jobs.
Gen Z is probably about 27 or28 right now, and the youngest
is probably around 13 people inthat age range.
But at the older end of thatage range they are obviously in
the workforce, and so Jade helpsprovide tips and skills for
interviewing for jobs and sheshares job postings.
(02:36):
I am excited for you to hearthis conversation with Jade
because we really get into a lotof interesting topics around
what does Gen Z bring to theworkforce, how they will impact
the workforce as we go forward.
I'm going to let you hear mygreat conversation with Jade.
Here we go.
Jade, welcome to the show.
Speaker 1 (03:02):
Hi, thank you for having me.
Speaker 2 (03:04):
I'm excited to have you on the show, so let's just
take a step back.
How did you get started?
You've built this hugefollowing.
How did you get started todoing what you do now and
building this following?
Speaker 1 (03:16):
So I've been blogging for a few years now, since 2017
, but I really started creatingmy content for the ninth
semester during, like my senioryear, more so like my junior
year like I dabbled a little bitin the content because I have a
personal blog that I was, youknow, creating some of that
content with.
And I just started on Twitter,honestly, like I had made a
(03:38):
tweet where I was sharingpost-interview questions.
It was at the height of thepandemic and then that went
really viral and then from there, I turned that into an ebook
and then, as I approached mysenior year, that's when I
decided to, you know, exploremore content, whether it was
blog posts or Instagramcarousels.
I was just trying little thingsjust to see you know how well
(04:00):
it would do, and I was reallyinterested in the topics of just
professional development.
It came pretty easily to mejust because I had a lot of
knowledge that I was able topour back into others.
Speaker 2 (04:10):
So you take this tweet that you did, that went
viral and you decided to convertit to an ebook.
So, okay, just that there'ssomething about Gen Z that is so
, I guess, entrepreneurial inthat you realize that you have
(04:31):
something because the tweet goesviral and then you convert it
into something else.
So what does the e-book do foryou?
Speaker 1 (04:41):
For that e-book.
It just allowed me to justexpand on the topic.
So the thread essentially wasjust about good, great
post-interview questions.
And then with that ebook I wasable to really go deeper where I
can help that reader preparefor before, during and after of
the interview.
So it allowed me to just expandon this topic and go more in
(05:02):
depth with the resources and thehelp that I was able to give
others as they were preparingfor their interviews.
Speaker 2 (05:07):
If you think about, then, this area that you focused
on, which is really giving GenZ tips for helping them stand
out in the interview process andreally helping them focus in
terms of the job market, whatwould you share and what do you
think people should know aboutGen Z as it relates to the
(05:30):
workplace and working?
Speaker 1 (05:32):
I feel like there's many layers to this and things
to consider.
I will say the biggest theme isthat, gen Z they're not afraid
to leave a situation that theyfeel isn't working for them.
I know a lot of people give usflack about leaving jobs early
or not staying in job for yearsand years, but I appreciate that
(05:53):
because it just shows thatwe're not going to just continue
to just stick something outjust for tenure or just to say
that we've been here for Xamount of years, because we've
seen in other generations wherethey can be at a company for 5,
10, 15 years and they're unhappyor they're still in the same
level that they were for yearsor still making the same pay.
(06:15):
Especially with the pandemic,we've seen that it's okay to
leave a situation where you'renot happy because there's always
something better on the otherside.
Speaker 2 (06:25):
I think that it's also a good time when you're
younger to get differentexperiences and to kind of try
things on to see what fits.
There was a study that saidthat it was amongst hiring
managers and it said that 40% ofemployers will not hire Gen Z
applicants and that they tend tofavor applicants from other
(06:47):
generations, and that theseemployers are citing that.
Reasons are that they feel likeGen Z is ill-prepared for
working, they don't know how toact in an interview or they
might be difficult to manage.
With your knowledge andexpertise of Gen Z and coupled
with what I just said, which isI personally, as a member of an
(07:11):
older generation, would say, Ithink we have to take as hiring
leaders, we have to take intoaccount that Gen Z brings a
skill to the table right out ofthe gate.
I want to get your perspectiveon this as an expert in Gen Z
the gate.
I want to get your perspectiveon this as an expert in Gen Z.
Speaker 1 (07:30):
What are perceptions, what are myths and what's the
value that people need to keepin mind when they bring somebody
in from Gen Z.
I think it's important toremember that with Gen Z,
they're now getting into theworkforce and for some of them
they may not have hadprofessional experience before
or it may be their firstinterview.
So it is understandable thatthey may not be prepared for
(07:53):
interviews because they justhaven't been in one before.
So it's a brand new setting.
But I think the biggest thingand this is what I've heard from
my audience and even like as Iexperienced when I was on my own
post-grad job hunt is just theimportance of giving them a
chance, just because with our,with my generation, they're very
(08:15):
I will say they're veryadaptable because for some of
these students they may have hadnumerous leadership experiences
on campus or numerousopportunities where you know
they were on an e-board of theirclub.
They're very much a generationwhere they can turn lemons into
lemonade.
There are some students whothey've had numerous campus
(08:37):
roles and numerous leadershiproles on campus to where it's
like they're pretty much readyto work in these environments
because they've been preparingfor the past four years without
even realizing.
Speaker 2 (08:50):
Is there a myth in your mind that Gen Z is harder
to manage, or do you think it'sjust that older generations
don't change up how they managesomebody who's of Gen Z?
They just need more experiencemanaging those people?
Speaker 1 (09:08):
I will say for other generations they're probably
used to micromanaging theiremployees and Gen Z is very
anti-micromanage, so I can seewhy they would say that we're
hard to manage.
So it is a matter of learningabout what this generation needs
from their employer, needs fromtheir boss, to be an effective
(09:31):
employee on their team.
Some people can deal with themicromanaging to a certain
extent, but for Gen Zers, theydon't need that micromanaging
and they need more of a support.
They need more of an advocateand even just kind of in a
mentorship, in a way like,especially if it's their first
full-time job and they'renavigating what that role looks
(09:52):
like or where they want theircareer to go from there.
I feel like with Gen Z,especially over the last four
years, we've seen the importanceof having like a safety net or
a safety blanket when it comesto our careers, especially
during the pandemic when we wereseeing people being laid off
all the time.
We're still seeing a lot ofpeople being laid off now.
So that's where we're decidingokay, we're going to invest in
(10:13):
ourselves and we're going tocreate something that is just
for us.
That was one of the reasons whyI created my blog, because I
wanted to work in early careerrecruiting, but then I also
wanted to have a business thatwas my own, that is just in case
anything were to happen, If Iwere to ever get laid off or
something like I have thisbusiness that it's mine and no
(10:35):
one can take away from me.
And I've seen that shift with alot of people my generation
where it's like they'reinvesting in themselves and they
can use the knowledge or usethe experience that they have
with their business or withtheir other business ventures to
help them get a job, or theycan use that to go full time as
(10:57):
an entrepreneur Like for me, therole that I have, like wherever
I go career wise.
The ninth semester is going tocome with me and I'm going to
learn a lot as an entrepreneurthat I can still adapt into my
full-time work or I can stillbring in and just I've seen my
(11:20):
generation really see the valueof investing in yourself and
creating things that it's justfor you, that no one can take
away from you.
Speaker 2 (11:29):
There's so much value for your generation that you
have that mindset.
You have this full-time jobthat you but you also have
created this this, this ninthsemester, which is your business
that you can do while you're inthat full-time job, when you've
been posting on TikTok and youpost frequently about different
(11:52):
jobs and internshipopportunities for Gen Z.
What made you decide to go withthat method in terms of sharing
opportunity, and what's theresponse been like?
Speaker 1 (12:05):
So I started with TikTok because at that time, it
had been popular in the Statesfor about a year and I have been
a fan of TikTok since 2019, butthen it got popular in 2020.
And, as a content creator, alot of my creations has been
through written content orInstagram posts, and I wanted to
challenge myself to do videocontent, because that was just
(12:27):
an area that I didn't reallydabble much in it, like I didn't
really feel too comfortable infront of the camera so I chose
that platform as a challenge formyself.
But then also, at the same time, I saw how it was beginning to
blow up in the state, in peopleliterally growing communities at
rapid fire, so I saw that as agreat place for me to get
(12:50):
started.
But then, at the same time, too, I was using utilizing the
platform for career advice ortips and I noticed that this was
a place where you can come tofor that information as well as
finding those job opportunities.
So seeing other people doing itshowed me, okay, that this is
something that I can do.
And I started with TikTok andand it was really great.
(13:13):
Like nowadays, a lot of mycontent I have been shifting
back into written content justbecause it's always been my
go-to and my specialty.
But I still show up on TikTokand I still have a very
supportive community there,which is great.
And now I'm dabbling more in tosharing more insights of my
life, because on LinkedIn I'mstill sharing the same advice,
(13:36):
whether it's early career tipsor job opportunities, but then I
was also incorporatingantidotes from my early career.
And now I'm in a phase ofTikTok where I'm trying to do
that too, because at first a lotof my content was strictly
focused on the tips and theresources and job opportunities,
but I started to get morerequests from my audience
(13:58):
wanting to learn more about me.
So it's been fun to give theaudience what they want but then
also incorporate things that Iwant to do and show who I am
behind my business.
Speaker 2 (14:09):
I love that you're thinking about the platforms
differently.
I think obviously there's,there are nuances to each of the
platforms and what does.
Well, I'm curious if you couldtalk a little bit about.
You said that you wanted toreally kind of push yourself and
challenge yourself to do videocontent.
Do you feel like video is kindof where the platform because
(14:32):
like LinkedIn just pushed outlike so much more video, right?
Do you think that's wherethings are going?
Speaker 1 (14:38):
Yeah, I've definitely seen an increase in more
platforms wanting to incorporatevideo, but I think it's great
to give the viewers optionstowards like you have the video,
but then you can also see thatwritten content, and then even,
just like with platforms likeTikTok, they're expanding the
video time.
So I know for TikTok you canpost a video that's up to like
(15:00):
10 minutes long, and that'ssomething new within the last
two years.
Like at first it was just 30seconds and then it was a big
thing when they pushed it to 60seconds.
So now that it's at 10 minutes,that's pretty huge and it just
shows that people they want tohear more, like they don't want
to have a limit in theinformation or the stories that
(15:21):
they're receiving when they'reon these platforms.
Speaker 2 (15:22):
In thinking about how job seekers are changing.
How do you think Gen Z willreshape the workplace?
Speaker 1 (15:32):
Definitely by setting boundaries.
Like we're really great withsetting our boundaries, whether
that's like we're going to leavethe office promptly at five and
where, like I know, there'sbeen this big shift in the
generation where a lot of peopleare like pretty sober, curious,
or just like I know like happyhours is like a really big thing
(15:53):
in the corporate space.
That was something.
When I got into the corporateworld I was very surprised to
see like there was like my firstjob there was so many happy
hours and just like normalizingthis culture of drinking.
I know a lot of my generationare.
They're not really fond of thator they just like happy hours
at work is just not the bestplace to get drunk.
(16:14):
So just setting firm with theirboundaries of what they want,
what they'll allow in theworkplace as well as what
they'll allow when it comes tothe relationships that they're
building with their coworkers.
Speaker 2 (16:27):
I love that, that to your point, like when you said
that Gen Z is kind of creatingand helping to set boundaries,
that Gen Z is now in theworkforce and kind of bringing
these attitudes and thesephilosophies to the workplace.
But I also wonder, you know,can Gen Z teach old dogs new
(16:50):
tricks, Like, can the oldergenerations learn something from
that approach?
And and I think that we can, Ireally do.
I think there's so much there.
Well, Jade, I am so grateful toyou for spending this time.
If people want to follow you,what is the best way for them to
(17:10):
do that?
Speaker 1 (17:11):
Yes, thank you again for having me and the best
places to follow me.
I'm at the 9th Semester onTikTok and Instagram, and you
can also find my content onLinkedIn at Jade Walters and my
website, theninthesemestercom.
Speaker 2 (17:28):
I cannot wait to see what's ahead for you, because
it's unbelievable what you'veaccomplished in just a short
time, since you've kind of hitthe ground running in the
workforce.
So thank you for spending thistime.
Speaker 1 (17:40):
Thank you, thank you.
Speaker 2 (17:42):
My pleasure.
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