It has become quite clear that various generations value different things in their workplaces, this is why background check services in Utah are a vital part of every recruiting process.
A recent study by GoodHire showed how diverse we all are by looking at recruiting and working trends among different age groups. For instance, when it comes to work-life balance, a generational gap is evident.
While boomers are more focused on promotions and job progression chances, generation X and millennials desire a percentage of compensation, and generation Z is primarily asking for more paid time off to sacrifice their work-life balance. It is clear that there are many more factors that distinguish between generations.
However, if different generations seek for distinct work environments and are driven by various factors to join a company, it also follows that recruiters should take into account various hiring methods while working with each age group.
The majority of the US workforce, the Millennial generation, makes up 4 percent of the recruiters, according to a startling figure we recently came across from Glassdoor. Not only that, but Gen Z has just recently formally entered the workforce, making them the talent pool that recruiters are most unfamiliar with.
We made the decision to produce a guide for everyone recruiting various age groups as a result. Each group’s driving factors for working are explained, along with suggestions for how to modify everything from your business branding to depending on the skill pool you are hiring, you may need to use recruitment marketing.
Employer branding for Generation Z
Let’s start by examining the traits that set Generation Z apart from other age groups. Everyone who was born between 1995 and 2010 is referred to as a member of Generation Z, which initially distinguishes them as “special” because they are very tech-savvy and practically grew up with electronics in their hands. They are renowned for their constant messaging, social media activity, and online presence. In addition, they are probably interested in trends but also quick to examine societal problems.
In contrast to prior generations, Generation Z tends to exhibit the following traits, which distinguish them as a distinct sort of workforce so it is vital to seek professional background screening services:
- Participate heavily in the gig economy
- They are more concerned with the purpose of their labor.
- the technology’s connectivity
- in search of greater work-life balance
These traits reveal why they are applying to a certain business or job, illustrate the type of workplace they desire, and ultimately determine the type of recruitment process you should develop to draw them in.
In order to recruit more members of Generation Z to work for your firm, consider the following factors:
- fostering a culture of growth
- Make changes to your career site by establishing unique landing pages.
- Utilize social media platforms
Approach to hiring Millennials
Even though Generation Z and Millennials are typically lumped together as being young, tech-savvy, and independent workers, there are still a lot of differences between the two groups.
First of all, Millennials vary from Generation Z in that they are the generation that came before them in age.
The fact that Generation Z is significantly more independent, goal-oriented, and individualistic at work is one of the key contrasts between the two generations. Accordingly, Generation Z is more likely to be concerned with their own achievement and have more influence over the final outcome of their work, whereas Millennials are more interested in teamwork and integrating their work into their personal lives.
Understanding these differences makes it simpler to emphasize each group’s traits during a hiring process.
When employing Millennials, you might concentrate on the following during the recruitment process:
- Demonstrate your culture of collaboration
- Examine their capacity for both teamwork and independent work.
- Flexibility about working hours and the office
A plan for attracting Generation X candidates
The generation of workers known as Generation X was created between the 1960s and the 1980s. These seasoned professionals have a high degree of adaptability to new situations and exhibit some tranquility in their work. Whether this composure was a result of years of experience or was a trait shared by the generation as a whole, it is something to take into account in background check services Utah and in hiring them.
Here are some things to think about when employing members of Generation X.
- Esteem their expertise
- Excellent work/life balance
- Be honest and transparent when communicating.
A plan for attracting Baby Boomers
The needs of the current generation of employees are very different from the needs of the previous two generations of candidates, who have many things in common!
First off, boomers are the oldest generation currently employed. However, given that the data shows a rise of Boomer employees in the US, they shouldn’t be overlooked. And while some may find it difficult to imagine a cohesive workplace with an age gap of up to 40 years between the youngest and oldest employees, this can all be handled if you take into account everyone’s individual traits.
- Adaptable timetable
- Remote work
Above all, provide a welcoming environment and outstanding applicant experiences
Giving every prospect and providing excellent background screening services—from any generation—a fantastic candidate experience is ultimately what’s most important. Having said that, whether you are hiring for a junior role or an experienced consultant, there are some areas of the hiring process in which you should treat them equally in addition to acknowledging their distinctions.
This applies to timely and polite communication, granting equal opportunity, and equally attending to everyone’s requirements and particulars. Because by fostering a varied workplace, all age groups may benefit from one another’s perspectives and contribute to the success of the business.