Today's multi-generational labour pool has grown out of the one-job-posting-for-all recruitment strategy. In this age of the employee recruiters have to know how to approach each group within the labour market individually and on their own terms.
Traditionalists: Born prior to 1945
Traditionalists are not generally seeking work at this point of their lives, but some may be looking for extra money, or to fill time on their hands, or want to work for other personal reasons. They have put in their long hours and may want to work either less or flexible hours. To actively recruit Traditionalists as well as Baby Boomers you will need to use focused advertisements such as postings in Seniors and Plus 50 magazines, as well as in professional society publications. In the job posting let the potential applicants know that age and experience are assets. Traditionalists are used to taking instructions, so the challenge for the recruiter is to get the Traditionalist to relax and open up during an interview.
Baby Boomers: Born between 1945 and the early 1960s
When it comes to the interview process Baby Boomers are very different than their older cousins. Boomers want to impress the interviewer by appearing polished and professional. The job particulars are secondary to their sincere desire to get the job. Baby Boomers at this stage of their lives are more attracted to family-friendly work environments than taking work home with them. Health and wellness benefits and retirement packages are important to Boomers.
Generation X: Born in the mid 1960s to 1980
Respect for creativity, lateral thinking, and the environment are three of the qualities Generation Xers are looking for in an employer. They also want to know exactly what the job entails and where their work station/office is. Work-life balance is of the utmost importance to this generation. Often members of this generation are intimidated by Traditionalist and Baby Boomer recruiters as they feel their non-traditional career paths are being judged by the older generations. Generation Xers are technologically savvy, like to be evaluated by their merit not years of experience, and want to work in a fun and friendly place. They can be recruited upon recommendation of friends who already work for the company, the Internet, and job fairs. Generation Xers are very well connected and love to network.
Generation Y: Born after 1980
Generation Y, also known as Millennials, do not see either their lack of experience or their youth as a hindrance. They respect the Traditionalists' conservative ways. They also like Boomers. Where do you find these wonderful techno savvy multi-taskers? Co-op student placements, volunteer positions, career days at schools, and word of mouth – they were born with a cellphone in their hand. They want balance in their life and they want work to be fun, exciting and new. They also want their work to mean something in the grander scheme of life. Is the company environmentally friendly? Does it practice fair trade? These are just two of the qualities that Millennials are looking for in an employer.
Generation Y's also have the need to know. They will ask during an interview about the company, the position, hours of work and how flexible the benefit plan is. This confidence and somewhat know-it-all attitude of a Millennial can be off-putting if the recruiter is not of the same generation.
To be a successful recruiter in today’s labour market it is imperative that one be well versed in each of the aforementioned generations’ values in order to assess – irrespective of age – if a particular candidate is the right fit for the position or not.
