60 Minutes recently reported on the Millennials. Ed Greene, AAFA affiliate in Norkolk had written an interesting article on recruiting the different generations. I’d like to share it with you.

Successful Recruiting Today Means Understanding Diversity of Generations

You may remember a time when interviewing for your open positions meant asking the right questions about experience or why a candidate left the last company where they worked for the past ten years. Successful interviews, and for that matter, the entire recruitment process is changing and depends on just how well your company understands the Gen X-ers and Gen Ys of today’s workforce.

If you find that you are hiring more young people, who haven’t even attended their first college reunion, and more Boomers who have three or more decades of experience, often to work for them, you are not alone. Never before have we experienced such a diverse workforce in a job market that anticipates projected talent shortage between four and 10 million by 2010. 80 million Boomers are retiring or changing the way they work, there aren’t enough of the Gen X-ers to take over, and we will be very thankful by then, for the 70 million Gen Ys born between 1977 and 2002.

Hard to believe that we will be thankful? I hear from many business owners and managers that the younger generations are lazy, not motivated to succeed, and want everything without having to pay their dues. Although these are often misperceptions because management has not taken the time to understand what motivates employees and why, the reality is that today’s workforce, including those of our clients and vendors, includes a variety of racial, cultural and generational backgrounds, and it is absolutely critical for us to have broad representation on our professional teams.

There are reasons why we get asked “Why should I work for you?” from candidates today, a question many of those of us who are Boomers would not ask in an interview. For one, the Gen Y applicants have been coddled by parents who have made them the center of their lives, providing safety nets, participating in their decisions, and providing instant gratification. These young professionals are self-assured, tech-savvy, and idealistic when they arrive for your interview. Contrary to being lazy, they have expectations for themselves and everyone else. They just don’t expect to climb the ladder, leaving that to their older Gen X coworkers.

When the Gen X candidate seems skeptical about your recruitment processes or the dress code, a Traditionalist or Boomer may prematurely discredit his ability to fit in with your culture. Gen X-ers, born in the 1960s and 1970s, were influenced by technology, television, latch key care, and divorce. These candidates may know little about loyalty and much more about work-life flexibility or the importance of enjoying their work.

As a Traditionalist staffing professional, I have found some ways to do my part in our industry to adapt to more generation-focused recruiting and interviewing. Today, it is not all about what the candidate can do for the company, but also what the company can do for the candidate. Here are just a few tips:

The best people to connect with Gen Y is Gen Y. Unless your recruiters are well trained in generational differences, questions and concerns are best put at ease when answered by an already devoted employee of the same generation. If your interviewers are primarily Boomers, know that it is only natural for them to look for people who value long work hours, self-sufficiency, and autonomy. The Gen Y applicants may openly express a desire for mentoring and constant feedback on projects while a Gen X asks if he would ever be required to work past five o’clock before the interview is barely underway.

Re-examine how you talk about training and continuing education. Gen Ys are learning oriented. They are the most likely generation to obtain a degree from a University and the majority thinks relevant work experience is most important in getting a job. Gen Y wants to know they will have opportunities to enrich their education, have a mentor, and have opportunities to take on projects, often before they are ready. What you communicate in the interview is critical to making an impact on their decisions.

Know when to use technology in the recruitment process. These technology savvy generations want to download or complete applications from the comfort of home at all hours of the day. They also search Career Connection, Craigs List or other online sources throughout the night and on the weekends. That’s it. When it comes to the rest of the recruitment process, they want more personal touch, less e-mail.

It’s not just about compensation. The Gen X-ers are highly competitive so think what benefits will support their desire to excel, even though their success will often be based on their own methods. Will they have opportunities to manage their own projects? When they are ready for a new challenge, can you offer it so that they don’t have to leave? Both Gen X and Gen Y candidates want to hear about work-life balance. If you have a culture which embraces some policies which provide flexibility, share them in the interview. You might as well share the whole picture on benefits in the first interview, because they will ask anyway. Be sure your interviewers are well versed on the 401K plan and/or profit-sharing plan because Gen Y applicants will be financially astute, and want to contribute.

Understand that the Gen Y candidate needs to talk and gain feedback. You won’t have to pull information from a Gen Y candidate. They will freely give information about their experience, education, and the type of work they are seeking. You may need to allow more time for these interviews. Some recruiters have a tendency to avoid providing feedback as they may not know at that point whether the candidate is in the running for a position or not. Don’t be surprised if the candidate asks, “Do you have any advice for how I could have presented better in my interview?” or “Have you heard anything that might hurt my chances for this position”?

Reality is respected. Remember that of all the generations, Gen X especially does not always trust authority. You may find candidates who are skeptical of the real picture for the job you offering. When you can’t meet their needs, it is often best to be honest from your initial meetings. After all, the reality is that it is practically impossible to please everyone across four generations now in the workforce.

Many factors play into our personality, values, and how well we will fit into an organization. Most of us do not fit neatly into all of the characteristics of our generation, but understanding generational values, motivations, and other characteristics helps recruiters make a positive impression on the very best of the best.

Ed Greene, CPA, is President of Don Richard Associates, a staffing and recruiting firm headquartered in Norfolk, Virginia which is celebrating its 25^th Anniversary. Greene can be reached at 518-8600 or by e-mail: This e-mail address is being protected from spambots, you need JavaScript enabled to view it

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