How to hire a multigenerational workforce to fit profile needs

Building a multigenerational workforce with the Boomers who have decades of experience along with Gen Z who have just begun their careers can help broaden the talent pool and also strengthen the organization for the changing tides.

According to Deloitte, there is a fine line between creating opportunities for young employees to advance (or risk losing them) and ensuring veterans feel included, whose skills are needed in tight labor markets. 

Harnessing the true power of a multigenerational workforce requires a shift in hiring. Simply finding candidates with the right skills isn’t enough.

The key lies in understanding the unique strengths and preferences of different generations and then crafting a recruitment strategy to attract and engage the best talent.

Let’s embrace the multigenerational landscape and successfully recruit people from different generations with the help of our short guide with practical tips.

What is a multigenerational workforce?

A multigenerational workforce is a workplace where employees from various generations work together in multiple roles within the same department. For this type of workforce to work, organizations should understand each generation, including what is important, what motivates them, and their worries.

The current workforce compromises a list of four generations. Here is a breakdown of each of these generations, with their name and meaning, along with some unique characteristics: – 

• Baby Boomers (born 1946-1964): 49% of Baby Boomers expect to or already are working past age 70. Team-oriented and ambitious, Boomers often seek a strong sense of purpose in their work. They generally prefer staying in one workplace for a long period and favor face-to-face communication. 
• Generation X (born 1965-1980):  Often described as independent and adaptable, this generation has witnessed significant technological advancements. 55% of start-up founders are Gen Xers; they value work-life balance and are less likely to stay with one organization for their entire career. 
• Millennials (born 1981-1996): Tech-savvy and collaborative Millennials prefer balancing work and private life. They thrive in work environments where they feel appreciated. 75% of the global workforce will be Millennials by 2025.
• Generation Z (1997-2012): 67% of Gen Z want to work at an organization where they can learn skills to advance their careers. Digital natives with a strong social conscience, they prioritize flexibility and remote work options. They are comfortable with technology and eager to make a positive impact.

Understanding the characteristics of different generations can help companies tailor their recruitment strategies to attract the best talent from each group.

Also read: Millennials in the workplace: How to manage and engage them

Tips for hiring a multigenerational workforce

With each generation having its own set of requirements, characteristics, and qualities, here are some key tips for hiring a successful multigenerational workforce:

• Craft-optimized job description

The older generations seek job security, while the younger generations value growth and skill development. So, while hiring people from different generations, HR should create a job description that entices them all!

For instance, instead of fixating on a particular experience/education level, which unnecessarily restricts many applicants, craft job descriptions focusing on skills, knowledge, and competencies.

Also, use inclusive language that speaks to candidates of all generations, avoiding terms that unconsciously appeal to a specific generation. You can also try Workable’s job descriptions, which are free to use and easily customizable! 

• Leverage diverse recruitment platforms

Organizations must diversify their recruitment strategies to attract different generations to the workplace. Traditional job boards might attract boomers and Gen Xs, but the younger generation, such as Gen Z and Millennials, are more likely to be attracted by platforms like LinkedIn, Twitter, and even Instagram.

But that’s not all. You can make use of Workable’s job board software! It’s easy, free, and fully-customized. The job board platform gives the opportunity to share, promote, apply, and celebrate open jobs within the community.

Also, you can consider encouraging employee referrals within the company, as your employees may know people in their generation looking for a job.

• Create an inclusive onboarding process

Create an onboarding process for all generations, whether they prefer digital or traditional methods. For the tech-savvy younger generations, consider incorporating tech-savvy tools and resources into the onboarding process.

On the other hand, older generations that may be more accustomed to traditional methods should get face-to-face interactions and paper-based materials. 

The key is to create an inclusive hiring process that makes everyone feel welcomed and empowered to succeed, regardless of their generational background.

• Consider the benefits you offer

Offer inclusive benefits, such as flexibility, work-life balance, and educational opportunities, to attract people from different generations.

Let’s not push superficial perks like ping-pong tables or Friday fun activities anymore. A well-designed benefits program is crucial for attracting and retaining workers across all age groups, demonstrating a commitment to meeting diverse needs and preferences.

• Build balanced teams

Build balanced teams that include individuals from varied backgrounds and generations. It will help foster an inclusive environment where all employees feel comfortable working with colleagues from various generations.

Also, consider having individuals from diverse generations in interviews and the recruitment process so the potential candidate knows you value all generations.