This is a juicy article full of helpful advice.
Here are the key takeaways for each generation to help spark a conversation in your team about adapting your strategy to work for this multilayered candidate landscape:
Want Flexible hours or part-time work so offer opportunities for partnership to continue to benefit from their experience and knowledge.
Text and e-mails are strong communication methods for this age group. And always promote a combination of company culture and the “day to day” of the role*.
They want the ability to grow. Promote mentoring programmes available. Better yet, assign them a mentor during the recruitment programme. Or build a bot that can do that for you.
A blend of all 4 (according to this article): they want learning, mentoring, flexibility, and purpose. That being the case make sure you connect with them individually. Your candidate experience must be personalised.
*Our latest Candidate Experience research revealed that a worryingly high percentage of candidates do not fully understand they role they've accepted, despite lengthy recruitment processes and conversations. DM me if you'd like the full research findings.
Gen Zs, Millennials, Gen Xers, and Boomers—these are the generations that make up the modern workplace. Each generation is unique in its own way, and because of this, you must make sure your recruiting strategies are designed to attract the talent you need to get the job done.