Being an entrepreneur is in the forefront of the minds of the Y. They want freedom, power and control. I assured them they would have all of this if they were also proactive, tenacious and willing to do the work.

I spoke on Saturday to a group of professors, students, and HR leaders /mentors about careers in and around HR. As always I was passionate and engaging with the audience. What they did not know they'd get that they did was a powerful dose of ‘pursue your passions’ and what you think you want may not be what your best at. Go with what your great at and the career will work out. To do that, I told them, they ‘d need to be self-aware.

I spoke to them about several careers inside Talent Management and HR, I thought I’d share what I had to say about recruiting as a career and see what my fellow RecruitingBlog members might like to add.

I know the mass reading Recruiting Blogs doesn’t feel we have much to do with HR, I however sit in a position that I feel what we do is the leading HR task at hand and will be for the next 15-20 years and while they might not do it as well as we do it, recruiting is an HR or Human Capital or better said Talent Management function.

I highlighted for them the careers in HR as they sit today, how I feel they will shift for tomorrow and what they need to look at before considering the roles. As HR leaders spoke to me about my presentation they were grateful that I was so straight with the Gen Y-ers about what is needed, what to expect, how to get what they want and how to evaluate the roles.

Because of its challenge, rewards, independence and creativity; many of these young people will wind up pursuing recruiting careers as their post - I wanted them to be ready for what it is and what it isn't. It was so cool to see the gleam in some of their eyes as I spoke about what recruiting does for people, businesses and one's bank account.

I told hem they’d need to kiss a lot of frogs and although most people wouldn’t might not come right out and say it – yet recruiting is sales. I reiterated that they needed to be exceptionally coachable, trainable, great listeners, good communicators and risk takers. We talked about integrity, work ethic and commitment delivering quality results.

I added that if they were not internally hungry for success no matter how much of the right stuff they had, recruiting would not be a long term career for them, rather it would be a short lived unhappy stop along their path to discovering what they really want.

So what do you think they need to think about and what can you add?