Today, there are five generations that comprise the U.S. workforce. Not only does this require multiple communication and management strategies to suit each age group, it also requires specially-tailored staffing techniques.

The five generations in today’s workforce are: sidebar-search-employers

  • Traditionalists (Born between 1925-1945) Traditionalists worked long before the rise of internet and prefer in person, face-to-face communication.
  • Baby Boomers (Born between 1946-1964) Boomers are very traditional and competitive by nature and can be deemed rigid to corporate policies.
  • Generation X (Born between 1965-1980) Gen X-ers are typically independent and self-reliant.
  • Millennials (Also referred to as Generation Y) (Born between 1981-1995) Millennials were born in the age of technology and are generally seen as optimistic. They prefer daily and constant feedback.
  • Generation Z (Born between 1996-present) Generation Z is known as digital natives. They were born knowing all things digital and typically yearn for instant feedback from tasks and access to data.

In recent months, the more than 53 million-strong millennial workforce surpassed the amount of Baby Boomers, making one in three of American workers Millennials.

Marketers, advertisers, communicators and managers are differentiating the way they work with the different generations, if they haven’t already, and it’s imperative that recruiters do the same.

Here are a few things to consider in multigenerational staffing:

  • Know what motivates them – With the different communication styles, all generations have different things that motivate them. Some prefer competition, while others are more self-reliant.
  • Know where they are searching for jobs – Millennials and Gen Z are likely to be active on social media and use these platforms like LinkedIn when searching for jobs. Boomers may tend to job hunt on more traditional platforms and rely on referrals and relationships.
  • Know what incentives matter to them – When developing job descriptions, it is important to highlight particular incentives or benefits that may be pertinent and more influential to a certain generation.
  • Understand their differences in values – Traditionalists and Gen Z are likely to have contrasting values, and that is okay. When communicating, you cannot assume that one generation values one thing over another, but you should realize that there will be differences among different types of people and preferences.

A staffing franchise like AtWork Group has experience recruiting various age groups while still being sensitive to generational preferences. Although Millennials make up the majority of the workforce, it is important to be well-versed in cross-generational staffing.

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