Recruitment strategy for Generation X

As for the work environment, it became clear that different generations have different values. A recent study by GoodHire investigated hiring and work trends across age groups and revealed how different we are all. For example, there are gaps between generations regarding the balance between work and life. Gen Z wants more paid leave, primarily because of an imbalance between work and life, while Millennials and X want a certain percentage of salary. At the same time, Boomers focus more on promotion and career opportunities. This is far from the only difference between generations.

However, if different generations are looking for other work environments and are motivated to join the company, recruiters need to consider different strategies when hiring each age group.

Statistics

You need to choose wisely the best recruitment software for your company.

I recently came across some impressive statistics from Glassdoor. So, Generation Z has also recently entered the employment market, making it the most unfamiliar talent group for recruiters hiring them.

That's why we decided to create a guide for everyone who employs different age groups. The goal is to explain how to customise everything from employer branding to recruitment marketing efforts, depending on each group's job motivation and hiring people.

Generation X

Generation X is a generation of workers born in the 1960s and 1980s. These experienced employees are very adaptable to new situations and have a certain degree of calm in their work. This calm comes from years of experience or is a general feature of the generation. So, it should be considered when hiring.

Below are some things to keep in mind when hiring Generation X workers

• Value them for their experience
• Strong work-life balance
• Communicate frankly and honestly

Value their experience

It has become relatively common for millennials to lead Generation X workers due to new technologies and how they affect how we work. However, telling this right now can lead to unintentional conflicts in the workplace. Millennials may be good at leading peers in the workplace, but they do not entirely replace Generation X's many years of experience in this area. It's important to emphasise the culture of inclusion that we value for future Generation X employees in the recruitment process. This can be implemented primarily for many "young" tech companies and start-ups. Even millennials and Gen Z swim in marine fish-like environments, but they need Generation X as an expert in this area to teach. As a result, it may be essential for such companies to create a hiring process that attracts more Generation X to achieve the desired growth.

Strong work-life balance

The younger generation may be interested in playing the PlayStation as a break from work. The ping pong table can be an excellent attracting point to attract Gen Z, but Generation X is higher than others. I'm evaluating it. One of them is work-life balance.

Flexibility-focused millennials and Generation X may find it challenging to find a balance between work and life on the same team, but it's still possible to balance everyone's needs.

Implement new technologies and direct communication channels while respecting everyone's working hours. It could be a way to deal with these differences. However, if you want to adapt your hiring process to attract more Generation X workers, the only way to do that is to be transparent about all forms of work your company is doing. And if that means frequent late office hours and weekend trips, your company may not be for you.

Communicate openly and honestly

Open and honest communication is considered one of the essential things for Generation X employees. This can be interpreted in terms of the work style of direct email communication. So, the same rules can be applied to the hiring process.

This could be an excellent strategy to attract Generation X to your company. Do this by using email automation, transparent communication styles, and communication with candidates at every step of the recruitment process. It means that there is. More specifically, consider setting up a communication flow triggered after each step in the hiring process. So, make sure that the candidate is always aware of their status in the process. As a result, you will be able to use high volume recruiting.