4 Generations of Applicants Recruiters Should Focus On

Recruiters currently face 4 different generations on the employment market who are candidates for vacancies. Each generation is different in its way and requires different approaches. In this article you can find out which 4 generations recruiters should focus on and what special features there are.

These 4 Generations of Applicants are faced with Recruiters

In today's competition for suitable candidates, candidates can only be targeted and successfully recruited for your own company by means of recruiting marketing methods. It is important to consider the particularities of different candidate target groups. An important characteristic is the age of the desired target group or their generation affiliation. Younger generations, for example, attach great importance to mobile application opportunities and are inspired by the work-life balance at the workplace. In the following overview you can see which generations exist and what you have to pay attention to:

1. Baby Boomer (1956-1964)

The Baby Boomer generation owes its name to the high birth rates after the Second World War and is therefore the largest generation group. In their working lives, they represent the motto "Living to work", are team-oriented and career-focused (are known as "workaholics"), and currently occupy most management positions. However, this group is slowly approaching retirement and is afraid of being displaced by younger generations.

Recruiting of the Baby Boomers: Due to their current situation, Baby Boomers value job security, esteem and opportunities for advancement. With regard to communication, the generation attaches great importance to e-mail and telephone. Convince this generation to join your talent pool, for example, in order to reach them via e-mail and inform them about new job offers. Ideally, you can include a reference to a permanent contract in your job offer.

2. Generation X (1965-1980)

A significant difference to the baby boomers in Generation X is that they see work as a way of securing their financial security ("working to live") and achieving a high quality of life. Therefore, they can be described as ambitious and by striving to move forward. As important as their careers are for Generation X, they still attach great importance to their private lives. In contrast to the baby boomers, they do not want to spend their entire lives working.

Recruiting of the Generation X: Like the Baby Boomers, the Generation X has grown up largely without computers and digital devices. This is why the most popular communication channels of this generation are e-mail and telephone. Because of their goals and qualities, these candidates will be convinced with development opportunities, work-life balance and professional freedom. Maybe you already have some Generation X candidates in your talent pool. How about an email about an open job offer that will tell them about your excellent work-life balance and other benefits of your company?

3. Generation Y / Millennials (1981-1995)

It's amazing how this generation is turning the Internet upside down. Google provides over 781 billion results on this generation. The generation name goes back to the term "Why": This generation likes to question in the search for the meaning. The same applies to work: Millennials want to find meaning in their work. The work should also be fun and they want to get along well with the employees. The generation therefore mixes work and private life: in their free time they are happy to do something for their work and at work they should be able to arrange private things ("work life blend").

Recruiting of the Generation Y / Millennials: As digital natives, they are available online throughout. As a recruiter, you can access various online channels: career site, social media, active sourcing, etc... Make sure that candidates can apply to you directly online and mobile. Due to the need for the "Work-Life-Blend" of the Generation Y, you score especially with aspects such as home office, coworking and flexible working hours. Since this generation also values fun and employees, you can also advertise with flat hierarchies and teamwork. How about a Facebook career page where you can advertise your benefits and new job opportunities?

4. Generation Z (since 1995)

Although the Generation Z does not currently occupy a large proportion of the workforce, it is in the starting blocks for entering the workforce. Recruiters should therefore familiarize themselves with this group. However, the characteristics and behaviour of this generation are still relatively unknown as far as the world of work is concerned. One thing's for sure: This generation is also very familiar with technologies. However, they are again demanding strict boundaries between work and private life. In contrast to the Generation Y, meaning and self-realization are again sought more in private life than in work.

Recruiting of the Generation Z: This generation is also very easy to reach online. Therefore, you can use various channels to reach candidates of this generation: social media, job boards, career sites ... It is worthwhile to find out which measures work best. The best way to do this is to carry out analyses. In the speech you score with flexible working hours, which signal to the target group that you have enough opportunities for your self-realization in private life.

The Talention software supports you in the complete recruiting process for a successful recruitment of different generations. We would be happy to show you further examples from your industry and the concrete implementation in the Talention software. Request a free demo today!