The past few years have not been easy on recruiters and hiring managers. Not only that, but the ways we hire have changed. Where it was once almost exclusively Baby Boomers doing the recruiting and staffing, many of that generation have retired, whether they were planning to do so or did so earlier than they originally planned, given global circumstances. Given that, more Gen X and Millennials have moved into higher level positions where they are recruiting and hiring staff, which has been increasingly difficult amid what many are calling The Great Resignation.  

While the Great Resignation is real, we must look to ways in which we can support new generations as they embark upon creating and utilizing more modern hiring practices. Finding ways to fine tune your recruitment processes can garner you better, more dependable employees who seek stability, loyalty, and growth opportunities in the modern workforce.

Understanding the Generational Gaps

• Silent Generation: 1928-1945
  This generation is known for more traditional behaviors and a willingness to work within a system, rather than try to change it.
• Baby Boomer Generation: 1946-1964
  Baby Boomers are known for their work ethic and desire to get the work done, however it must happen.
• Generation X: 1965- 1980
  They are renowned for their entrepreneurial mindset, breaking down barriers, and charting new territory.
• Millennial: 1981- 1996
  This generation is known for their ambition, technological acumen, and flexibility when it comes to a shifting workplace.
• Gen Z: 1997- 2012
  Gen Z-ers are just starting out in the workforce and therefore crave purpose, meaning, diversity, and belonging in a work environment.

How Each Generation Recruits and Hires

Depending on the positions for which they are recruiting or hiring, each generation will likely go about it differently. Everyone has their own process, but across generational lines you’ll find that each have their strengths and when you work with them to find what works best for them you’ll have a dedicated and dependable employee.

For instance, someone from the Baby Boomer generation may prefer to hire someone who walks into a brick-and-mortar location. This way they can meet the person, see how they present themselves, understand their body language, and get a feel for how they will do a particular job.

Whereas, on the other hand, a Millennial will likely prefer an online applicant – someone they can email and learn about via their writing skills, how quickly they respond to messages, and how the come across during a virtual interview. Many millennials can thrive in a remote work hiring environment, as virtual recruiting and onboarding became the norm during the pandemic.

What Each Generation Looks for in a Workplace

Depending on the hiring manager and employee, the generation gap may be wide. A Baby Boomer may be interviewing someone from Gen Z. Since there may be a wide disparity in experience and employment values, understanding one another can be difficult. While someone born in 1961 may value the stability of a temp-to-hire position, someone from Gen Z may prefer something that they can do short-term and learn from in order to help them in a future career.  

Silent Generation/Baby Boomers

These two generations are more inclined to prefer an in-person, face-to-face process. They like to see and meet the people they are working for and with. They are generally seeking jobs that are part-time and offer stability and consistency.

Gen X/Millennials

Gen X and Millennials make up approximately 75% of the current workforce in the United States and came of age with technological advancements happening every few years. They are more likely to respond to online applications, email, and virtual interviews. Gen Xers and Millennials will look for a strong company culture, growth opportunities, health benefits, and professional development.  

Gen Z

Gen Z is our wild card, as they only make up about 10% of the current workforce in the United States. We’ve seen that they highly value diversity, equity, and inclusion within a company, crave flexibility, and look for a reliable work/life balance. 

The Virtual Staffing Model

While one staffing method is not inherently better than another, there are great benefits to hiring in a way that upcoming generations ascribe to and prefer. What we’ve found is that, across most generations currently in or entering the workforce, a Virtual Staffing Model is preferred. This allows for the hiring managers and applicants, who are mostly Gen X and Millennials currently, to approach the process in a way in which both are comfortable and confident.  

 At Bear Staffing, 100% of the Virtual Staffing application process is done online: the applicant never steps foot into the office. They sign up on the Bear Staffing website and all communication is electronic or by video call. This immediately helps us hire better, more committed employees, as applicants begin and end this process with purpose. We have a 4.9 Google Rating, which allows for trust with both employers and job seekers. Your Google Rating is imperative, as that is often the first thing people see when researching your company.  

If you want to learn more about building your team better, get in touch with us at the links below.