Top Tips for Staffing Agencies: How to reach out to different generations of candidates

Transcription

1 Top Tips for Staffing Agencies: How to reach out to different generations of candidates

2 Contents Page How to Reach Out to Different Generations of Candidates 3 Diverse Labor Force 4 Understanding Generation Z 5 Reaching Out to Generation Z 6 Understanding Millennials 7 Reaching Out to Millennials 8 Understanding Generation X 9 Reaching Out to Generation X 10 Understanding Baby Boomers 11 Reaching Out to Baby Boomers 12 Conclusion 13

3 How to Reach Out to Different Generations of Candidates According to the latest CIPD Labor Market Outlook report, the short-term employment outlook remains strong. The demand for labor is consistent, with the number of job openings in the economy remaining well above historical average levels. While this market clearly creates opportunities for recruiters, this is a complex, multigenerational workforce. With the arrival of Generation Z, recruiters now have four generations of employee expectations and requirements to understand and manage. This ebook will explore the employment preferences of each generation and the best way to engage with the right candidate.

4 Understanding Generation Z Often referred to as digital natives, the post millennial Generation Z also have specific expectations of potential employers which need to be reflected in both the content of job ads and the way job roles/benefits are tailored and described. Tech Savvy: This is a digital first generation; however, a world full of constant notifications and coexistence across multiple platforms and apps can result in a lower attention span - although this generation can also process information much faster and work on multiple tasks at once. Workplace Expectations: This generation is said to have higher leadership ambitions. Recruiters need to understand that a fast-paced environment with a diversity of tasks will be much better for this generation and also consider whether jobs offer leadership opportunities.

5 Reaching Out to Generation Z Gen Zs are even more digital first than Millennials they have limited experience of manual processes and expect highly intuitive, consumer style technologies in the workplace. Gen Z would far rather go to one job board with thousands of job postings than crawl around the individual career pages of multiple staffing agencies and other employers. Instant messaging platforms such as WhatsApp offer recruiters a good option to reach out to candidates with potentially short attention spans and enable candidates to quickly send files such as an updated resume. New technologies such as Virtual Reality (VR) offer potential in demonstrating job roles to Gen Zs. Gen Zs are far more likely to follow a recruitment agency on Snapchat or Instagram than other generations. Gen Zs workplace expectations may not be a natural fit with the Millennials and Gen Xs likely to be conducting interviews. Training Gen Z s in interview skills will be key to helping them secure the right position.

6 Understanding Millennials An individual reaching young adulthood around the year 2000, a Millennial has grown up with technology, especially the mobile phone. Again, Millennials have different ambitions to the older generations and are known both for a willingness to shift between jobs and slash culture where workers handle more than one job simultaneously. Employment Expectations: Millennials are passionate about values and ethics; many say that they want to work with a company that stands for a cause. This is also a generation with entrepreneurial ambitions, with individuals looking for opportunities to take on more financial or investment decisions. Slash Culture: Temporary jobs are also popular, providing Millennials with both better work/life balance and a chance to experience different working environments and gain skill diversity. Recruiters need to recognize the desires for experience, skills diversity and responsibility that are driving this generation when considering job opportunities.

7 Reaching Out to Millennials While the adoption of social media by candidates for job search did not take off as expected in 2016, recent research by Adapt found that those aged between were the most likely to use LinkedIn as a platform to look for a job. This social media platform provides recruiters with a chance not only to engage with Millennials but also use a candidate s profile and shared content to gain more insight into an individual s objectives. Online professional networks also provide excellent platforms for both recruiters and clients to share content that promotes their values and culture, extending their appeal to potential candidates. Millennials share Gen Zs short attention span, which can make ongoing engagement more difficult to achieve. Instant messaging or text messages are more likely to get a response than ; and they are the best way of updating Millennials on their changing temporary work hours.

8 Understanding Generation X Born between 1965 and 1984, Gen Xs will become the most senior staff in the workplace as Baby Boomers begin to retire. This is a generation that has seen the workplace transformed by technology and it is worth noting that the tech experiences of those born in 1965 are very different to those born in the early 1980s. The former will have started work in a tech-free workplace; the latter are the PC generation and will have honed their skills, including coding, on home computers. It is important for recruiters to recognize the different experience and attitudes that will exist across this generation. Career Development: With a depth of experience and expertise, Gen Xs can make great managers. In today s increasingly fluid workplace created by the desire to move between jobs and careers demonstrated by the younger generations - Gen Xs recognize the need to continually expand experience and skills. Management roles should also offer training and professional development opportunities. Flexible Working Environment: Many Gen Xs are also looking to achieve a better work/life balance plus financial security as they juggle caring for both children and ageing parents. Flexible/remote working opportunities, plus a good working environment are more important to this generation. Research reveals that Gen Xs are beginning to look more closely at benefits such as shorter commute plus health insurance and 401K contributions.

9 Reaching Out to Generation X Technology adoption has driven massive workplace change for this generation many will have started work in a pre- and social media era; some will have started work in a pre-pc era. Recruiters need to recognize that people will have very different technology experiences and attitudes and finding out which communication method suits each candidate is essential. Recruiters need to recognize that traditional face-to-face and telephone based communication will be more relevant to this generation than younger candidates. Twitter or Facebook are not going to be the most effective ways of engaging with Gen X. While candidates of this generation are less likely to use social media to find a job our research revealed that C-level Executives (46%) and Executive Directors (50%) are the most likely groups to actively use LinkedIn to find a job. Job boards are also a good way to reach out to Gen X, especially those job boards which are skill or industry specific.

10 Understanding Baby Boomers Baby Boomers are the generation born up to 1964, many will be in the workforce for another decade or so. While job expectations will be changing, in a market lacking skills this generation could offer significant expertise to clients. Work/Life Balance: The older generation has a different set of concerns to Millennials and Gen Zs with issues such as commutable distance from home to office and vacation benefits, as well as part time working options. Mentoring Opportunities: Baby Boomers also have a lot to give back to businesses and could look for job roles that include mentoring and training the younger generations. As they move towards retirement, Baby Boomers offer clients a chance to plug the gap in skills shortages on both a full and part time basis.

11 Reaching out to Baby Boomers This generation definitely started work before the technology revolution. Most have embraced and the Internet, but are less likely to use social media when looking for a new job. Baby Boomers are generally more likely to expect traditional means of engagement with recruiters including phone calls and face to face meetings but will also use online job boards. Recruiters should work with clients to identify opportunities for Baby Boomers to mentor Gen Zs and Millennials, with tailored job roles to include part-time opportunities. In a changing working environment, recruiters should work with Baby Boomers to ensure they retain a position in the workforce.

12 Conclusion Clearly this is a workforce in transition, therefore it is important to continually review candidate engagement strategies to track the ways in which different generations are behaving from social media platforms onwards. And, ultimately, it is always important to ask candidates which communication method they prefer. In addition to successfully reaching out to candidates, recruiters also need to support clients in successfully recruiting a cross-generational workforce, including: Highlighting the skills and experience available today in each generation, and explaining what each generation brings to the workplace. Promoting the right job/benefits packages for each generation Tailoring job descriptions to reflect different drivers such as highlighting a client s corporate social responsibility (CSR) strategy and activity for Gen Zs. In a multi-generational workforce, the ability to manage expectations of both clients and candidates has never been more important

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