The Key to Attracting the Right Talent
Recruiting By Generation
Understanding Today’s Workforce
The key to attracting the most in-demand employees is speaking to their unique experience and values, which are often defined by the generation they were born in. The modern U.S. workforce is currently composed of four generations, each of which has its own unique experiences, workplace values, and preferred communication channels.
Each of these generations approaches the workplace, and hiring process, differently. The most successful businesses craft recruiting language that appeals to each generation, helping build a multi-generational workforce that’s stronger than the sum of its parts.
| Generation | Birth Years | Population Size | Workplace Values |
|---|---|---|---|
| Baby Boomers | 1946-1964 | 76 million | • Job security • Respect for experience • Mentorship opportunities |
| Gen X | 1965-1980 | 65 million | • Work-life balance • Flexible schedules • Autonomy |
| Millennials | 1981-1996 | 72 million | • Company culture • Flexible schedules • Growth opportunities |
| Gen Z | 1997-2010 | 70 million | • Diversity & inclusion • Social responsibility • Technology & innovation |
Baby Boomers
| Birth Years | Population Size |
|---|---|
| 1946-1964 | 76 million |
Baby Boomers are the generation born after the end of World War II. They were the largest generation in the American workforce until 2017—when Millennials overtook them.
As of 2022, about 41% of Baby Boomers were still in the workforce. This percentage reflects the trend of Baby Boomers delaying retirement and continuing to work later in life compared to previous generations.
This generation was raised during the booming postwar period, when career opportunities were plentiful for those with a strong work ethic and modest education. Baby Boomers are typically the most experienced workers in their department. They contribute hard-won knowledge and experience across several decades of technological innovation—and they are an essential part of the multi-generational workplace.
Across all industries, companies are still looking to Baby Boomers to fill critical leadership positions and to bring a mature perspective to their teams.
Boomers Workplace Values
Baby Boomers are known for their strong work ethic and specialized knowledge. These veteran workers possess decades of real-world knowledge that can’t be learned from a book. They’re eager to find roles where their wealth of experience is valued, and they can contribute to high-level organizational goals.
Job Security
Older workers came of age at a time when people spent their entire career at a single company. They prize stability and job security when considering new roles.
Legacy Respect
This generation wants to be valued for their professional experience and strategic thinking. They’ll thrive when they know “why” decisions are being made and how they contribute to larger goals.
Mentorship Opportunities
Baby Boomers are aware of their hard-earned experience — and they want to pass it on to younger peers. Provide mentorship opportunities to retain institutional knowledge and keep them engaged.
Flexible Schedules
At the tail end of their career, they have a growing preference for work-from-home and other flexible work schedules.
Recruiting Language
Baby Boomers aren’t impressed by a fun company culture or social media memes. They want a no-nonsense job description that clearly states the day-to-day responsibilities of the role. You’ll also attract this generation by explaining how the position fits into the larger organization and how they can impact the company’s success.
Clear Job Descriptions
Baby Boomers appreciate cut-and-dry job descriptions without fluff. Avoid vague language that suggests responsibilities may shift over time.
Highlight Job Security
These workers came of age when employees stayed at a company for life. At the end of their career, they’re looking for a long-term role with stability.
Respect Their Legacy
Older workers are confident in their experience and irreplaceable knowledge. Make sure to respect their legacy and highlight mentorship opportunities.
Focus on the Mission
Explain how this role will contribute to the overall company mission and why their role is essential.
Gen X
| Birth Years | Population Size |
|---|---|
| 1965-1980 | 65 million |
Gen X, also known as the “Forgotten Generation,” are a smaller group sandwiched in between the two largest generations in history (Baby Boomers and Millennials). Baby Boomers are retiring later than any generation before, which has prevented Gen X from fully entering the upper corporate echelons—until now.
This generation consists of experienced workers who came of age when technology was becoming mainstream. They are highly independent, experienced professionals who are looking for stable companies that offer leadership positions and a long-term career.
Today, members of Gen X tend to prioritize work-life balance, flexible schedules, and autonomy to complete their job without micromanagement.
Gen X Workplace Values
Gen X is defined by their independent spirit and desire to move into leadership roles in the second half of their career. They typically have a fierce work ethic, are used to playing the role of the underdog, and value companies that provide work-life balance so they can spend time with their growing family.
Work-life Balance
Out of all generations, Gen X is the one that prioritizes work-life balance the most. They work hard during office hours but want to unplug during the evenings.
Remote & Hybrid Options
Gen X wants to spend more time with their growing family (especially grandkids) and value the option to work from home. They also have the experience to demand this arrangement.
Autonomy
This groups prioritizes independent work and minimal supervision. Managers should trust that they’ll get the job done without micromanagement.
Respect Their Expertise
Gen X was the first generation to grow up with modern technology and were on the frontlines of early development. Respect their experience and unique insight to keep them loyal.
Recruiting Language
Gen X tends to be very social, placing a high value on professional relationships and events. Out of all the generations, they’re most likely to be found at conferences, expos, and job fairs. Gen X tends to prioritize their company’s reputation and want to work for an organization that values its employees.
Employer Branding
Gen X wants to know that they are working for a well-regarded company with a positive reputation. Highlight your employees and accomplishments to capture their attention.
Transparent Compensation
Out of all generations, Gen X is the most likely to ignore a job posting that’s missing salary or benefit information. Include total compensation in job descriptions to target this group.
Growth Opportunities
Nicknamed the Forgotten Generation, their leadership aspirations have been put on hold while waiting for Boomers to retire. Emphasize potential career growth to appeal to this group.
Work-Life Balance
Gen X doesn’t want to spend their entire lives in an office. Highlight your organization’s flexible work arrangements to recruit experienced Gen X workers.
Millennials
| Birth Years | Population Size |
|---|---|
| 1981-1996 | 72 million |
Millennials are the largest generation in the workforce, exceeding 2nd place Gen X by nearly 7 million. This is the first generation of digital natives who grew up with a computer and modern technology from an early age. This is also the most educated generation in history. That’s probably why they’re constantly searching for new projects and responsibilities—and are eager to break out of their comfort zones. Millennials thrive in roles where every day is different, and they’ll look for other opportunities if they stagnate. The key to attracting Millennial candidates is to focus on corporate culture, career progression, and flexible work arrangements.
Millennials Workplace Values
Millennials are the first generation of workers that overwhelmingly prioritize social values and ethics in employers. They’re likely to shun industries associated with negative social consequences. Instead, they want to work at a company that does good in the world. They’re easily bored with stagnant jobs and likely to leave if they’re no longer challenged.
Company Culture
Millennials prioritize working for companies that do good in the world. This generation values philanthropy, a clear social mission, and an emphasis on company ethics.
Flexible Schedule
This group values freedom and flexibility. While they prize a close working relationship and regular feedback from their bosses, they also want to be judged by their output (and not hours worked).
Dynamic Workplace
While members of older generations prefer clear job requirements and predictability, Millennials need variation in their day-to-day responsibilities. They’re the most likely to jump ship if they get bored in their role.
Growth Opportunities
As they enter the prime of their career, Millennials are looking for leadership-track positions with a clear career trajectory.
Recruiting Language
Millennials place a high priority on social responsibility. They want to work for a company that has a recognizable culture, gives back to the community, and actively recruits a diverse workforce. Millennials are also drawn to flexible work arrangements and a clear path to senior leadership.
Employer Branding
Millennials want to work with companies that have a strong brand, clear sense of social responsibility, and commitment to diversity.
Career Progression
The oldest Millennials are already in their 40s and they’re increasingly looking for senior leadership roles, or at least a clear career path. Highlight skills training and leadership programs to recruit the brightest in this generation.
Flexible Work Arrangements
Millennials are interested in more than just work-from-home options. They also look for roles with flexible work hours and a focus on output over hours worked.
Prompt Communication
Millennials are digital natives who expect recruiters to communicate promptly. To keep their attention, return their messages the same day and keep them updated on the interview process, even when there’s no progress to report.
Gen Z
| Birth Years | Population Size |
|---|---|
| 1997-2010 | 70 million |
Gen Z is the latest generation to enter the workforce. This group of young professionals are digital natives and rely on technology to a greater degree than Millennials. This preference manifests itself during the recruiting process, where they prefer to interact with companies over social media or video chat. The Gen Z cohort is vibrant and brings a dynamic viewpoint that includes new ideas and out-of-the-box solutions to problems. They’re also extremely impact motivated. Gen Z wants to know that their work has a clear social mission, and they’re less concerned with pay structure and long-term career progression. Despite the many benefits associated with Gen Z, this generation is focused on the here and now — a major reason why their average tenure at a company is rarely longer than two or three years.
Gen Z Workplace Values
Gen Z is the most value-driven generation in history. They’re even more interested in social impact than Millennials and will choose lower-paying positions at a company with a strong brand and clear mission.
Diversity & Inclusion
More than any other generation, Gen Z prefers to work in diverse workplaces with a clear commitment to gender and ethnic diversity. They’ll dive into a company’s social media to make sure this commitment is deeper than surface level.
Social Impact
Gen Z overwhelming looks for companies with a clear social mission and track record of doing good in the world. Companies can hire Gen Z candidates by establishing a strong brand identity before they graduate college. This includes offering college internships, marketing at campus events, and showing up on their social feeds. In addition, Gen Z expects regular communication and will quickly forget about a company if there’s a gap between the initial application and first contact.
Technology & Innovation
This group of digital natives is highly sought-after by high-tech firms pushing the limits of technological innovation. They want to be on the cutting-edge of new developments.
Temporary Arrangements
Gen Z grew up watching their parents suffer from the 2008 Financial Crisis. They view employment as temporary and have little company loyalty, which is reflected in their short tenures.
Recruiting Language
Companies can hire Gen Z candidates by establishing a strong brand identity before they graduate college. This includes offering college internships, marketing at campus events, and showing up on their social feeds. In addition, Gen Z expects regular communication and will quickly forget about a company if there’s a gap between the initial application and first contact.
Cutting-Edge Work
Gen Z are digital natives who grew up with modern technology at their fingertips from a young age. They prefer to work for technology-forward companies eager to adopt cutting-edge tech.
Promote Inclusive Policies
For this group, inclusivity requires more than lip service. To appeal to Gen Z recruits, focus on employee testimonials and company values that demonstrate your organization’s deep commitment to diversity.
Campus Recruitment
Many of the best Gen Z workers rely on college networks to secure positions — expecting to land their first job before graduation. Maintain a strong presence on local campus job fairs and offer college internships to recruit the top talent.
Clear Hiring Process
Gen Z has little patience for delays and expects quick gratification. Respond to candidates as soon as they apply and clearly explain the interview process to set expectations.
Don’t miss this valuable report that outlines how to attract candidates from every generation!
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