Should recruitment be tailored to the candidates age?
With the population getting older and still working, and Generation Z and millennials entering the workforce there is a increasingly diverse workforce in regards to age. Should this impact your recruitment strategies? If so, how?
Recruiting Millennials and Generation Z
Millennials and the majority of Gen z have grown up in the world of the smartphone, social media, and the rapid maturation of the internet. Apparently workers born in this bracket are 50% more likely to change jobs than other generations, and that millennials will have up to 16 jobs in their lifetime.
Millennials and Generation Z value social proof more than anything. The most importing things are the branding of the company, the values and vision of the company and what the company stands for.
With that in mind, should you adjust your approach? The answer you are more than likely thinking is, yes. These generations value flexibility, branding power and working in a cool environment. But, how do you change your approach to attract these cohorts?
Dig a little deeper:
Recruiting Baby Boomers
Baby boomers are coming to the end of their careers, but a lot of them are still in the workplace and can be actively looking for work. Baby boomers are rated as having the best work ethic and the most productive employees, and they are probably the ones who blame millennials for how the world has gone wrong. Baby bloomers value loyalty, financial security and stability more than anything. Statistically they are more loyal to their employers, and baby boomers rarely change jobs throughout their careers. With this information in mind, you should be adjusting your sourcing strategy to place baby boomers in this day and age. You should be placing the candidates needs at the front of mind when sourcing for your clients in order to meet the needs of each particular cohort.
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