The majority of job hunters are younger than 35. In fact, among 18- to 24-year-olds, 60 percent are looking for work. But they are not looking for more money. They're looking for more interesting work and a better personal life. Rob Larity, for example, works at Delphi Health Systems, a software company in Windsor, Conn. Though he doesn't mind working, in effect, for his dad, a company founder and Delphi's chief executive, the younger Larity is looking for a new job because he wants to live closer to Boston.

"It would be more fun," he said, casually using a word that young workers of earlier generations would have seen as audacious: Fun. Younger workers have fewer qualms about frequent job change, because they have no illusions about job security in this day and age, said David Morrison, founder and president of the market research firm TWENTYSOMETHING Inc.

"What matters to these workers is a meaningful job experience." Continual learning, challenging projects, collegial atmosphere, solid mentoring: This is the checklist for the newest workers, and if they don't get what they want, they'll leave. Few young people have conventional corporate climbing in mind, and changing jobs frequently is actually an efficient way to meet their career goals. So what can you do to make sure you get a job that will encourage new experiences both at work and at home? Ask a lot of questions in the interview. Older people might tell younger people that there are many questions that are off-limits in an interview. For example, "Can I leave every Wednesdays at 5 to go bike riding with my friends?"

But this sort of question is quite common from younger workers. Young workers are very savvy when it comes to knowing corporate life, according to Morrison. "These workers gather information via networking, information on the Internet, and word of mouth, so they ask much better questions in interviews." For those hunting for a new job that will provide meaningful experiences, concentrate energy on finding the right manager as opposed to the right position. There is no reason to be limited by the job description — you can always pick up extra work that gains experience and exposure.

But a checked-out manager can limit you. So seek managers who will look out for you in the company and make sure you get on good projects. Also, look for a manager who will shepherd you through challenging projects so you develop new skills. This person may be difficult to find. Since joining the workforce, baby boomers have been screaming about how annoying micromanagers are. But in fact, hands-on management is making a comeback due to the demands of people in their 20s. And a benevolent form of micromanagement is probably what you want. A company that is concerned with retaining young people and has hired consultants to help them will be well aware of hands-on management. So ask potential employers about their management training programs. And don't rely completely on what your prospective manager says. Listen to how he or she says it.

[Today's young workers yearn for] an organization of equals. Sane hours. Devoted mentors. These are the demands of a new generation of job hunters. But intolerance for "paying one's dues" at the copy machine doesn't mean lack of motivation. In fact, maybe the constant job changes are a sign of impressive motivation to gain experience.

"I'm not a slacker," said Larity, "I'm driven by the things I'm interested in."

* * *

YOUNG ADULT MARKETERS!

Order "Marketing to the Campus Crowd" now!
Learn more...

© 2006 Boston Globe
Abbreviated for Length