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Recruitment & Generations

Generation Y, X or Z: This recruitment advice could be useful for every generation
Lots of industries are focusing on differences between generations. But did you take into account that there are also a lot of similarities between different ages? In this blog we give recruitment advice that is useful for every generation.

Note: The descriptions of the generations are based on research. We do not generalise and are aware that there can be differences in personalities and qualities in a generation.

Working population Europe: which generations?
People between 15 and 64 are called ‘the working age population’. In Europe we have another name for people between 15 and 74: “population by labour status”. If we only take the working age population into account, we have the following generations to focus on in recruitment:

Baby boomers (1946 - 1964): 
The baby boomers generation can be divided into two groups: the leading-edge baby boomers (between 1946 and 1955) and the late baby boomers (between 1956 and 1964). In this article we only focus on the late baby boomers, because they are part of the working age population. In Europe, this is the generation that grew up after world war two.

Their parents lived during the war. When the war ended, a lot of couples decided that having a kid was a good idea: that is where the name ‘baby boomers’ comes from. 

Baby Boomers experienced the ‘freedom’ in the beginning of their life, but lots of them also experienced the consequences of this freedom: such as STDs and youth unemployment. According to research, late baby boomers are known as Idealistic and uncynical.

Generation X (1965 - 1976)
The people in this generation are kids of the silent generation or the leading-edge baby boomers. Lots of their parents got divorced or had a career driven attitude. For this reason, research shows that this generation can be street-smart but isolated. These capacities resulted in a lot of entrepreneurs. According to Fourhooks, Generation X can be described as following: “More interested in philosophizing than settling with a long-term career and family, they tend to commit to self and average 7 career changes in their lifetime, unlike earlier generations.” 

Important note for this generation: they experienced the introduction of the computer when they were in school, but did not work with it. 

Generation Y (1977 - 1995)
These ‘millennials’ remember living and working without computers, but also experienced the introduction of the internet of things. The writer of this article, a millennial that was born in 1990 in the Netherlands, can still remember the moment that the first pc entered the house: a Packard Bell with Windows 95. 

Positive characteristics of the millennials, recruitment related: they are sophisticated and technology wise. They experienced the world with and without computers so they now the advantages and disadvantages of technology. 

Characteristics to take into account when having a conversation with a millennial: they are immune to most traditional marketing and sales pitches. It is hard to convince them: the best way to move them is via intrinsic motivation. Furthermore, they experienced change and disruption in their entire childhood. Therefore, they can get bored pretty fast and they are less loyal for an employer.

Generation Z (1996 - present)
These ‘youngsters’, ‘Centennials’ or ‘iGen’ have not experienced a world without technology. They are used to finding everything they want to know in a split second.

Aspirations and preferred media for communication per generation
Fourhook did an awesome research and created the following graph:

As you can see in this generations overview, generation X, Y and Z prefer digital communication. This means that 90% of the working population can be reached via digital sources. As a recruiter, it is good to know that people prefer digital contact, such as social media. Recruiters of EPSN Workforce are on Facebook, LinkedIn and Xing (German LinkedIn alternative). Besides email, skype and text messages, we use these tools for sending direct messages.

Also interesting to know: according to the research, there is a difference in aspiration per generation. Baby Boomers are known for looking for ‘job security’. Generation X aspires to good work-life balance. In this generation, we saw a lot of couples work ‘1.5 FTE’ (part time working, both or one of the couples). Generation Y is focusing on freedom and flexibility. They like to go on holiday when they want and are used to working from home if possible. Generation Z are ‘overstimulated’ and are looking for security and stability.

Similarities between the generations in the working age population
In the previous paragraphs, we have discussed every generation that is part of the working population. But there are a lot of similarities as well! Here you find a list of characteristics of everyone in the working population and things to do to convince them:

  • Every candidate wants to know what they can expect from the recruitment procedure. Is it possible that your reaction to the application can take more than 4 weeks? Although this is a long time, candidates will accept it if you share this information; 
  • One generation is more known as stubborn than the other, but everyone wants to know the reason for not being selected. Make sure you always share the reason for rejecting someone, but keep in mind that not everyone likes unwanted feedback;
  • Related to the previous similarity between generations in the working age population: everyone likes to receive compliments;
  • Every candidate wants to know the working conditions for the job. Do you know the salary, accrual of pension, information about work-life balance or other important conditions related to the job? Share them beforehand; 
  • Everyone wants to have personal, individual contact with a recruiter. That is why EPSN Workforce has the slogan ‘bringing back the personal touch!’ It does not matter if this is via a face-to-face meeting, a (digital) call or a (digital) message: as long as the message is personal.

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