Who are Generation X?

They’re already in your office, working tirelessly and driving your business forward. The Generation X workforce, born between 1965 and 1984, has witnessed the workplace being transformed by technology. Compared to Millennials and Generation Z, Generation X will have worked in a ‘tech-free’ workplace for most of their early career and are far more accustomed to manual processes as opposed to relying on emerging technology such as Artificial Intelligence and Machine Learning.

On the one hand, most of Generation X are not digital natives like Millennials and Generation Z, but on the other they do command a depth of experience, expertise and career wisdom. Rather than efficient digital multi-taskers, they make exceptional managers, mentors and career development professionals – essential roles in any business looking to succeed.

The value of Generation X candidates lies in their understanding and appreciation of the need to evolve, having witnessed first-hand the technological transformation of the workplace.

In this blog, we will explore how recruiters can engage with the Generation X workforce, as well as understand what they are looking for in their next job role.

Career development is a major focus

Many Generation X candidates are driven by a desire to redistribute their expertise and experience to the younger generations. Just like Millennials and Generation Z, the Generation X workforce strive to improve themselves, their colleagues and the businesses they work for, and therefore are perfectly suited to managerial positions. Recruiters would be wise to provide Generation X with opportunities which have a mentor program or managerial capacity, where they would be expected to transfer the knowledge, skills and techniques they have acquired over the years to help their colleagues develop.

Flexible working environments are key

Just like Millennials, Generation X now expect to have a flexible working environment – but rather than expecting workplace flexibility to help manage their social lives, Generation X candidates need flexibility to ensure a good work/life balance. Many Generation X candidates have children or other family responsibilities to consider. Therefore, remote/mobile working opportunities are an excellent way to attract Generation X candidates; as they enable them to manage their affairs and continue to work and contribute to the long-term success of a business.

Traditional engagement will be the most effective

Recruiters need to appreciate and recognize the differing attitudes of Generation X candidates towards communication channels and choose the most appropriate method to engage with them.

Unlike Millennials and Generation Z, Generation X will prefer more traditional communication methods such as the telephone or face-to-face meetings – these will be more effective with Generation X as opposed to instant messaging or social media. Why? Simply put, these methods are what they experienced earlier in their careers, when starting out and conducting job searches and interviews during their youth. Social media platforms such as Twitter and Facebook are unlikely to be as effective when engaging with Generation X.

Telephone will be the most efficient and productive method for recruiters, with email a good secondary option. Face-to-face meetings are almost a certainty, whether in person or using video technology – Generation X candidates will communicate better and be more at ease during these more personal interactions.

Industry specific job boards are a great way to reach Generation X, as they would much rather take their time to find specific positions rather than rush into their next greatest challenge. Generation X candidates often have other stakeholders in their personal lives to consider before making a career change, so they will not be rushed into making decisions and will only move if the whole package is right for them.

From communication preferences to workplace flexibility and personal responsibilities, recruiters need to consider the bigger picture when targeting Generation X candidates.

Who are Generation Z?

Often referred to as digital natives, Post-Millennials or the iGeneration – Generation Z candidates are tech-savvy, digital-first experts who can easily navigate the online world. Their exposure to technology from a young age has enabled them to have a greater aptitude for understanding and using new technologies and tools. However, Generation Z has limited experience with manual processes, instead they expect highly intuitive and dynamic consumer-style technologies in the workplace.

It can be argued that, in some industries, Generation Zs’ digital talent and resourcefulness makes them effectively future-proof. However, even with the benefits of technology, living in a world of continuous updates, instant connectivity, and readily available information has influenced their ability to focus. Some Generation Zs may find it difficult to dedicate themselves to a singular task for a prolonged period and instead prefer to have several things on the go at once.

With these aspects in mind, we’ve compiled a series of tips on understanding Generation Z, as well as how recruiters can attract Generation Z candidates and provide them with the necessary support.

Engaging with Generation Z – tips for recruiters

Today’s digital culture means that younger workers are accustomed to having everything at their fingertips and receiving updates instantaneously – and this also applies when it comes to a job search.

Generation Zs’ ability to manage many digital feeds simultaneously means that recruiters can incorporate multiple channels into their strategy – for example email, mobile, instant messaging, apps and even video are all platforms recruiters can utilize to their benefit.

However, it’s vital that recruiters develop a streamlined recruitment process when it comes to interacting with and understanding Generation Z candidates as they expect updates and information on a regular basis. Failing to provide them with the information they need in a timely fashion could result in recruiters losing incredibly talented candidates.

Think mobile and app first

Mobile applications and instant messaging platforms, such as WhatsApp, provide recruiters with excellent channels to reach out to Generation Z candidates – even better if recruiters have their own company app they can use for candidate interaction.

It’s important to appreciate that speed and convenience are fundamental aspects in a Generation Zs’ lifestyle – and, again, a job search is no exception. The ability to access detailed information on the fly is paramount, and for recruiters to attract the most talented candidates they need to be thinking mobile.

Tap into their entrepreneurial spirit and growth opportunities

Generation Z are also far more entrepreneurial – they want to make a difference and are looking for organizations where their ideas and contributions are taken into consideration. Supported by technological developments and a networked world, an entire generation has evolved to think towards the future – and how they can improve the present.

Recruiters should aim to highly promote mentor programs when available, professional development initiatives and team-based activities are integral aspects of the role.

It’s important that recruiters understand that Generation Z has a desire to improve themselves and the business in question. Therefore recruiters should convey the value of the position they have applied for and emphasize the impact the candidate could have on the company as this will resonate.

Re-evaluate job board strategy

As Generation Z can easily manage lots of different platforms it is likely that a Generation Z candidate would spread the net as wide as possible, managing many job boards and multiple recruitment agencies, therefore it is imperative that recruiters act quickly before the real talent is lost to a competitor.  

If you would like to learn more about how your staffing software can help find more talent, contact us today!