Recruitment is no longer a one-size-fits-all process. In almost all businesses there are multiple generations working side by side. So, understanding the unique preferences, motivations, and expectations of each age group is essential for attracting top talent.
We thought we’d take a look at the distinct characteristics of Gen Z, Millennials, Gen X, and Baby Boomers, then we can see how as recruiters, we can tailor our approach to appeal to each demographic.
Gen Z: born 1997-2012
Gen Z key traits
- Tech-savvy and digitally native
- Value inclusivity, diversity, and social responsibility
- Favour flexible working arrangements
- Prioritise work-life balance
How to attract Gen Z talent
- Emphasise tech
It’s imperative that your recruitment process is mobile-friendly and seamless. Almost the entire Gen Z demographic expect to apply for jobs online, so clunky forms and outdated interfaces will most likely be ignored.
- Highlight your purpose
This means you should showcase your company’s values. Highlight how it contributes to the community, or the environment. A strong and valid mission statement will resonate with this socially conscious generation.
- Show flexibility
This is where you need to offer the option of remote or hybrid work opportunities and highlight why your job offers a healthy work-life balance.
- Career development
The Gen Z generation want to know that you will invest in their future. So, make sure to emphasise opportunities for growth and learning in the role.
Millennials: born 1981-1996
Millennials key traits
- Highly educated and collaborative
- Tech-savvy, but they also value personal connections
- Seeking purpose-driven work and opportunities for advancement
How to attract Millennial talent
- Transparency
The Millennial generation value authenticity. So, you need to clearly communicate your details such as salary, benefits, and growth opportunities during the recruitment process.
- Work-Life integration
Make sure not just to highlight perks, but promote the wellness programs, flexible hours, and family-friendly policies etc.
- Utilise social media
Get shouting about your company culture, diversity, and achievements on LinkedIn or Instagram etc – because trust us, they will be looking!
- Collaboration:
Emphasise teamwork and really shine a light on the potential opportunities to work on meaningful, impactful projects throughout the role.
Gen X: born 1965-1980
Gen X key traits
- Independent, practical, and pragmatic
- Loyal to employers that value their expertise
- Balance work and personal responsibilities, often as caregivers
How to attract Gen X talent
- Value experience
Make sure to highlight how an individual’s skills and expertise will be highly appreciated and more importantly – utilised.
- Stability is key
Those in Generation X will value job security. In which case, you need to make sure you have clearly communicated how your company offers long-term opportunities.
- Benefits are flexible
For Gen X, their potential benefit desires have a much wider scope than a younger generation. So, you need to tailor your benefits to suit their lifestyles. Suggest more options such as eldercare support or enhanced pension schemes.
- Autonomy must be respected
Emphasise your roles with independence, showing that the position comes with the ability to make decisions.
Baby Boomers: born 1946-1964
Baby Boomers key traits
- Experienced
- Loyal
- Value face-to-face communication
- Looking for opportunities to mentor and knowledge share
How to attract Baby Boomer talent
- Leverage their expertise
You need to highlight how your company really values their wealth of knowledge, leadership skills, and what they have to offer.
- Flexible retirement plans
Highlight phased retirement options or part-time opportunities because this is definitely something that they will be looking at, whether they want to or not.
- Respect traditional communication
It would be silly to say Baby Boomers are not tech savvy, as that is not the case across the generation. However, they will often appreciate the personal touches such as phone calls or in-person interviews.
- Offer mentorship opportunities
Even if they don’t currently exist, perhaps programs where they can mentor younger employees, sharing their expertise and fostering intergenerational collaboration could be created and benefit the organisation.
Let’s bridge the generational gap
Whilst each generation has its own unique set of traits, creating a recruitment strategy that appeals to all of the generations is still possible. We can do so by focusing on the shared values:
- Flexibility: Across every single generation – flexible working options are always a top priority
- Purpose: Every age group values working for a company that makes a positive impact
- Growth: Opportunities to learn and develop on the job, with the chance of career progression is universally attractive
- Recognition: Celebrate achievements – every employee, no matter the age wants to know their contributions matter, and to feel special
Please remember…
We understand that each of these generations span almost 20 years, so not everyone in them will meet the key traits we have stated. Some people may read this and say, “I’m Gen X, and I don’t feel that way.” However, these are the dominant traits of each of the generations.
Trying to understand the generational differences is not about stereotyping; it’s about tailoring your approach to meet the differing needs and expectations. By creating targeted strategies, you can attract and retain talent from all generations, building a truly inclusive and high-performing workforce.
At Major Recruitment, we pride ourselves on helping businesses navigate the complexities of multi-generational hiring. Ready to find your next star employee? Get in touch with us today!