How do generational differences affect the recruiting process?

Corporate hiring managers are realizing just how heavily generational factors weigh in on the decision to accept or decline a position. It is important to understand what each generation values because where a person sits on the generation continuum can affect how they make their decision to take or reject a position as well as remain with their employer.

Baby Boomers (born between 1946 and 1964) value:

• location-the less the commute the better;

• loyalty-they respect employers with established policies who play by the rules;

• work ethic-paying their dues;

• financial security and stability;

• opportunities for post-retirement employment and ways to mentor other generations; and

• meaning and balance.

Generation X (born between 1965 and 1980) value:

• employer stability;

• forum for questioning authority;

• flexible work arrangements and telecommuting;

• assistance with childcare or aging parents; and

• work/life balance.

Millenials (born between 1980 and 2000) value:

• independent contributions within team environment;

• meaningful work;

• cutting-edge technologies and companies;

• education;

• free agency attitude and work arrangements;

• forums to provide input; and

• flexibility in roles and schedules, casual attire and a comfortable environment.

Source: Winter Wyman.