Generational recruiting: Strategies to attract top talent across generations
Life expectancy has been increasing over the past few decades, pushing the retirement age way beyond the conventional. This change has ushered in a new era of a multigenerational workforce that comprises employees across generations.
So, today, organisations have a mix of employees who may be baby boomers, Gen Z, millennials, etc. Every generation brings forth different attributes, which make the organisation diverse and foster innovation. Businesses are now looking to hire candidates from different generations to reap the benefits of a multigenerational workforce.
If you have not built a multi-generational workforce, now is the time to do it!
Why you need a multi-generational workforce
Every generation brings diverse perspectives, skillsets and experiences. The organisation can harness these to create an environment where knowledge can be exchanged.
The exchange of ideas and knowledge across generations leads to creative solutions and fresh insights. It also fosters a culture of innovation and problem-solving.
Often, it is seen that the older generations are rich in experience and have expertise in their fields but lack expertise in the latest technologies. In a multi-generational organisation, the older employees can mentor younger employees based on their experience while the younger employees can introduce new technologies and trends to their older colleagues. Thus, employees can learn from each other, enhance their overall competencies and drive productivity.
In a multi-generational workforce, the experience and wisdom of the older generations blend with the openness to change of the younger generations. In a dynamic marketplace, this will make the organisation agile and competitive.
When you have employees across generations in your organisation, it becomes easier to understand the needs of a wide demographic and create personalised marketing strategies across generations. This boosts customer experience, leading to customer retention.
An inclusive work culture that includes employees from different generations attracts top talent. It also promotes employee engagement, job satisfaction and retention.
A multi-generational workforce paves the way for long-term sustainability. This is because it ensures a steady pipeline of talent and knowledge transfer while also streamlining succession planning. Long-term sustainability ensures continuity in the operations of the business and productivity.
While a multi-generational workforce is a great option for businesses, hiring candidates across generations is not easy! It comes with its unique set of challenges!
Challenges in hiring a multi-generational workforce
Before we delve into the challenges, let us first look at the different generations under consideration:
- Silent generation (born 1928–45)
Baby Boomers (born 1946–64)
Generation X (born 1965–1980)
Generation Y (Millennials) (born 1981–1996)
Generation Z (born 1997–2012)
Every generation has its own unique set of needs and expectations from an organisation. Hence, an organisation cannot adopt a “one-size-fits-all” kind of approach to recruiting employees across generations.
One of the stark differences between the candidates of the different generations is the variation in their expectations regarding the communication methods used by recruiters. According to Purdue, Baby Boomers and Gen X prefer phone calls or face-to-face meetings. On the other hand, the younger generations prefer digital modes of communication.
Another difference is in the way candidates of different generations search for jobs. Older generations use conventional methods like classified ads, employment agencies, referrals, etc. By contrast, the younger generations look for a higher level of engagement. They prefer to communicate through digital channels like online job boards, employer websites, social media, SMS, etc.
There is also a risk of misunderstanding based on the communication style used. For instance, the intention can be lost while translating text from one generation to another. This is because candidates from the other generation may not be comfortable with the informality of technology.
In many organisations, there is an inherent age bias in the recruitment methods that are used. Digital channels like social media or job boards are more popular among recruiters for hiring candidates. However, these technology-based methods may not reach the older candidates who prefer traditional methods like classified ads.
There is a difference in the expectations of candidates from different generations from their employers. The older generations perceive their relationship with employers as formal, professional and transactional. In stark contrast, the younger generations look for employers who cultivate a socially responsible brand. They also prefer employers who align with their social and emotional needs.
This is a broad overview of the different expectations of candidates from their employers, which makes the job for recruiters tough. However, recruiters need to gain clarity on the specific needs of every generation and craft recruitment strategies accordingly.
Understanding the needs of each generation
Traditionalists or the silent generation
Most people in this group are either retired or work on a part-time basis. Individuals of the silent generation are working to either supplement their retirement fund or to stay active and engaged. Traditionalists usually prefer in-person interactions to communicating through technology. People of the silent generation are usually team players and would rather physically sit in meetings instead of using technology in the workplace.
Baby Boomers
They prefer to build interpersonal relationships by making phone calls or writing letters. However, boomers got exposed to technology quite early and are comfortable using mobiles and tablets. People of this generation have strong work ethics and are highly competitive, independent and self-assured. They thrive in a team environment both online and offline.
Gen X
Individuals of this generation are comfortable with smartphones, laptops, tablets and other tech tools. They are a self-sufficient, independent and resourceful generation that emphasises work-life balance.
Millennials or Generation Y
Millennials are a tech-savvy generation that is good at multitasking. They are hardworking, deadline-oriented and prefer instant feedback. They prefer to work for organisations that support community-centric causes. Gen Y likes to work for organisations that have a flexible environment and where they feel appreciated. They have a straightforward communication style and are transparent with their colleagues and managers.
Generation Z
These are the latest entrants in the workforce. Gen Z is independent, self-confident, and autonomous. The Zers are the most technologically advanced generation and are adept at using different tech devices from a very young age. This generation can absorb a lot of information in short timeframes. Hence, they can take on multiple responsibilities with aplomb. They are a highly educated generation since they are growing up in an era where knowledge can easily be accessed online.
Thus, we see that the needs, attributes and expectations of every generation are different and we need recruitment strategies tailored to their needs.
Building unique recruitment strategies for every generation
Baby Boomers: To attract baby boomers, you must highlight aspects like job security and stability. Provide them with detailed information about benefits like retirement plans, healthcare facilities, etc. Offer them options like part-time roles or flexible working hours. Make sure to use a mix of digital and traditional recruitment channels to connect with the Baby Boomers.
Generation X: Generation X is looking for opportunities for career growth alongside job stability. Hence, you will need to highlight how your organisation can help them meet their career goals. Emphasise aspects like flexible working hours, remote work and family-friendly benefits to highlight how your organisation promotes work-life balance. It is beneficial to communicate the mission, vision and values of your brand to the candidates. Online job boards, social media platforms like LinkedIn and your company’s website are popular channels where Gen X looks for jobs.
Millennials: You can attract this generation by highlighting that your business leverages the latest technologies and supports innovation. Showcase opportunities for learning and development in your organisation. Policies like remote working and flexi-hours that foster work-life balance are attractive to members of this generation. Make sure that you highlight company culture and social responsibility while hiring millennials.
Gen Z: Gen Zers spend most of their time on social media. Hence, the best way to connect with them is through channels like TikTok, Snapchat, Instagram, etc. Highlight diversity and inclusion in your organisation to attract Gen Z. Clear career advancement paths and opportunities for mentorship align with individuals of this generation because they are looking to get mentored and guided by experienced colleagues. Besides, Gen Z prefers to work for organisations that focus on social causes. Hence, you need to highlight how your organisation contributes positively to society.
It is quite obvious that the needs of every generation are quite different from each other and hence there is a need to bridge multi-generational gaps in the recruitment process.
Strategies to bridge multi-generational gaps
Tailor your communication style according to the generation you want to hire. For instance, Gen Z and millennials might prefer informal, digital communication, while boomers would look for formal communication through traditional modes.
Customise the benefits your organisation offers according to the specific needs of the generation you are hiring. For instance, baby boomers might look for retirement schemes while Gen Z might be looking for employment where they can get mentored.
When you are looking to build a multigenerational workforce, you will need to ensure that you foster an environment where the strengths of every generation are valued.
Also, build an environment where there is a seamless exchange of knowledge across generations, one in which every employee stands to learn and grow.
Recruitment of a multi-generational workforce becomes easy with the help of hiring platforms like HirePro.
HirePro uses AI-based tools and data analytics to gain insights into the preferences of each of these generations, based on which they screen candidates. The insights provided by the AI tools help recruiters build customised hiring strategies for different generations.
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