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Bridging the gap: 3 tips for recruiting and hiring for a multi-generational workplace





The multi-generationality of the modern workforce is highly beneficial to and greatly admired by its members. 


One recent poll showed 89% of participants (members of the modern workforce) believed generational diversity in the workplace is a positive thing. In fact, 87% of the participants believe that generations can–and do–learn from each other when they spend time working together in the workplace. 


With Generation Z now entering the workforce, and members of every generation up to the Silent Generation retaining a strong presence in the workplace, the fact remains that multi-generational workplaces are here to stay. 


So how can we guarantee that the modern, multi-generational workplace reaches its full potential? One way to ensure this new work environment thrives is to incorporate standards and practices into the workplace that all generations approve. 


The best place to start this incorporation is at the very beginning: with the recruiting and hiring process. That’s why we’ve crafted the following recruiting and hiring tips to assist in your efforts of realizing and reaping the benefits of a multi-generational workforce. 


3 Recruiting and hiring tips for a multi-generational workplace:


1. Include technology in the recruiting process


Gone are the days of paper job applications, and here to stay is the age of the online hiring process. A techno-centric recruiting and hiring process is highly accessible to and sought after by today’s job candidates. In fact, younger generations will often dismiss a job opportunity completely if the recruiting process feels dated–that is, if it’s not digital. 


If your organization is actively recruiting, streamline the process by making use of the latest digital platforms and social media tools. Online applications, social media promotions of open positions, and even virtual interviews offer efficiency and convenience for both recruiters and applicants. Integrating social media and online processes into the job recruiting process is not just beneficial but essential to stay competitive on the talent acquisition landscape.


2. Ensure the position is clearly understood 


Whether you’re recruiting a candidate or are being recruited, it’s crucial to have a good understanding of the job at hand. Although this point may seem too obvious, it’s an all-too-common scenario that either the interviewer or the interviewee has failed to do their homework on what the position and its basal responsibilities are. And that can, frankly, be a time waster for all involved. 


Instead, when recruiting a new talent for your workplace, invest time to know the job requirements so that you can articulate those requirements, expectations, and the day-to-day operations to an interviewee. In fact, almost every generation–from Gen Z to Baby Boomers–is interested in getting a clear picture of the day-to-day responsibilities and activities of a given position during the interviewing/hiring process. The organization that can provide a clear job description and expectations will likely appeal to a greater range of job seekers.


For those entering the workplace, it’s also important to explore and understand what a job entails before launching into the hiring process. Your talents and time are incredibly valuable, and should be applied to a job that complements them. So, always make time to research the position prior to an interview, and ask questions in an interview about the job and expectations.


3. Promote benefits and flexibility


Whether unlimited paid time off or remote work options, benefits matter in the modern workplace–regardless of age or generation. Job candidates typically have a deep interest in the benefits your organization provides to its employees. 


Promoting organizational benefits during the hiring process is crucial to attracting and retaining top talent in today's competitive job market. Highlighting the benefits your organization offers not only serves as a powerful incentive for prospective employees but also showcases your organization's commitment to the well-being and satisfaction of its team members. If you plan to recruit top talent, promote the perks and benefits your organization offers–and do so throughout the entire recruiting process.



The modern, multi-generational workforce can be a great asset to organizations, driving innovation, adaptability, and resilience. The diversity resulting from a multi-generational workforce not only enhances creativity and problem-solving, but also fosters a dynamic learning environment where each member and generation shares with and learns from one another. Maximize the potential of this new workforce by investing in understanding it.


For insights on working with Gen Z, check out our blog series “The New Generation”.  Or, for a more in-depth look into this generation, download our complimentary work: Generation Z: An Employer’s Primer.




© 2023 The Growth Group, LLC - All rights reserved.

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