Hire power.

During the 2004 presidential campaign, Andy Szekeres volunteered as John Kerry's Wisconsin LGBT field director. He'd previously pitched in at the Human Rights Campaign and the Stonewall Democrats--qualifications that earned him the nickname "commie pinko" from one CEO he worked for. At another job, the 22-year-old Szekeres believes being out at work put him out of work.

"I was the only one in my department laid off during a round of cuts," says Szekeres, who was promoted and honored as Employee of the Year three weeks prior to being let go. "The only reason I feel I was let go was due to the fact I came out [at work]."

As this spring semester winds down, GenQers are preparing to take on the working world. Many of these new job hunters are faced with the decision of how "out" to be during the hiring process and on the job.

"Acceptance is nothing that can be forced down the corporation," says 24-year-old Carlito Reyes, who works in sales for General Mills. Although he says he's often the topic of office gossip and fears being passed up for promotions, Reyes wasn't deterred from appearing on a gay-themed episode of MTV's Next dating show that aired a few months ago. "I couldn't care less if people know [I'm gay]," Reyes says.

Reyes's and Szekeres's confident outlook is emerging as the norm for young gays, says Sam Rodriguez, assistant director of counseling at Stanford University's career development center. "This generation does not feel the need to hide their sexuality," says Rodriguez, who recommends, if the employer is progressive, complete openness and honesty at work. "Companies come looking for the best talents, period."

While that may be true for job seekers in liberal urban areas, Guy Davis, senior assistant director at the University of Illinois career center, advocates a more cautious approach. He questions how much has really changed for gays in the workplace during the last 20 years and says he finds that workplace diversity is still often limited to race. "It's easy for companies to say 'Sure, we're LGBT-friendly,'" says Davis, who advises gays to dig past corporate spin.

Both Rodrignez and Davis agree that your resume is meant to land an interview, not tell your life story. Be comfortable talking about your gay-related accomplishments, but consider phrases like underrepresented students, program development, and minority affairs instead of queer, activism, or gay rights.

Davis advises contacting local and professional LGBT organizations to find out if a company has a reputation, and to look for offices with affinity or diversity groups. Rodriguez adds that young gays should expect a certain level of conformity. Learn to "communicate acceptance without being too in-your-face," he says.