As for the work environment, it became clear that different generations have different values. A recent study by GoodHire investigated hiring and work trends across age groups and revealed how different we are all. For example, there are gaps between generations regarding the balance between work and life. Gen Z wants more paid leave, primarily because of an imbalance between work and life, while Millennials and X want a certain percentage of salary. At the same time, Boomers focus more on promotion and career opportunities. This is far from the only difference between generations.
It is important for you to understand the nature of your company. So, if that is true, you can make an informed decision when it comes to recruitment software. It can be a daunting task to find a suitable Recruitment platform. However, if different generations are looking for other work environments and are motivated to join the company, recruiters need to consider different strategies when hiring each age group.
I recently came across some impressive statistics from Glassdoor. So, Generation Z has also recently entered the employment market, making it the most unfamiliar talent group for recruiters hiring them.
That’s why we decided to create a guide for everyone who employs different age groups. The goal is to explain how to customise everything from employer branding to recruitment marketing efforts, depending on each group’s job motivation and the people they are hiring.
Unlike Millennials and Gen Z, two candidate groups. Who have a lot in common about what they are looking for in the company and what they are working for, the workers of this generation are very different!
First, the baby boomer generation represents the oldest generation in the current workforce. However, these should not be forgotten, as the data show an increase in Boomer workers in the United States. Others find it difficult to imagine a cohesive workplace where the age difference between the youngest and oldest workers can be as high as 40. Still, given all the characteristics, everything is manageable.
- Flexible schedule
- Work (Remote)
- Benefits for Service
Everyone seems to love flexibility these days. And we can blame everyone for that. So, yes, research shows that as more flexible schedules are introduced, baby boomers are increasingly attracted to return to work. It’s common to work four or three days a week, take on a consulting or advisory role, and ultimately customise the schedule to your liking. This kind of work allows baby boomers to make extra money on their terms, and more and more, they are choosing to do it!
The ability to work remotely and flexible schedules is a fascinating practice for many boomers. It’s hard to say what the technology is, but many simplified tools and user-friendly designed communication platforms quickly took hold, making new technologies available to all generations. This created a whole new wave of baby boomers, rejoining the workforce and sharing expertise in the role of consulting.
Times have changed, and innovation has enabled all generations to work globally, another critical reason to attract Boomers to work for a particular company. Companies are looking for candidates with a wealth of experience to support their business growth but are looking for the right rewards to share their knowledge.
Therefore, companies attract these experienced workers with competitive compensation packages that include high salaries, health insurance and more.
Ultimately, the most important thing for candidates of all ages is to provide a great candidate experience for everyone. Whether you’re hiring an entry-level position or a senior consultant. You need to respect not only the differences but also some aspects of the hiring process that require equal treatment for all.
This applies when communicating in a timely and respectful manner, providing equal opportunities, and equally considering the needs and peculiarities. By creating a diverse environment, all age groups can learn a lot from each other. They can support the company from a unique perspective on every topic. Only then volume recruitment can become a reality. So, now it is up to you to engage different generations, their needs for better recruitment rate.