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- 🎪 recruiting across generations: mission impossible?
🎪 recruiting across generations: mission impossible?
cracking the code of cross-generational recruiting
Presented by
Happy Monday HR friends!👋
In today’s edition, we’re pondering recruiment strategies for the multi-generational workplace?🧠
Before we jump into today’s content, a quick word from today’s sponsor: CodePath. They’re running a fantastic webinar series starting on Thursday 24th April where recruiters and HR pros can learn from students about how Gen Z really look and apply for jobs.
You can register now to join live (with a surprise gift) 🎁, or get the recording.
Psst, do you have a job opening or something else cool to share with 24,000 HR professionals? You can read more here on how we can help you do just that!
We’ll have part 2 in our multi-generational workplace series with you this Thursday (17th April).
Have a great week everyone!
In Today’s Edition
🎯 Multi-Gen Recruiting: More Than Just Age Games
🛋️ The Break Room: Real Talk About Multi-Gen Recruitment Struggles
📚 Human Readsources: Federal layoffs surge dramatically in March 2025, Pay transparency affects employee entitlement and morale, HR faces challenges but adapts strategically for 2025.
A great candidate is a great candidate. At any age.
The gig’s up Creed!
With five generations now sharing the workplace for the first time in history, 63% of recruiters report feeling lost in translation when trying to connect with candidates across age groups. The generational divide in job search preferences and communication styles has never been wider, creating an unprecedented challenge for talent acquisition.
This fragmentation isn't just a minor inconvenience - it's actively impacting companies' ability to build diverse, multi-generational teams. Organizations that don't keep up are falling behind and losing out on the key strengths that each generation brings. And even worse, occasionally letting age bias creep in during their hiring processes.
We find ourselves tasked with crafting recruiting strategies that can simultaneously resonate with Baby Boomers' preference for tradition and Gen Z's digital-first mindset.
So today let's have a think about how we can create a more inclusive hiring experiences that attracts top talent across all age groups.
Presented by
Gen Z vs. Recruiters: Who's winning the AI battle?
“I have an AI that automatically applies to 1500 jobs and got me 50 interviews."
While platforms race to add AI features, Gen Z candidates are already ahead—using AI tools to hack the job hunt.
Join the kickoff of our new “Students vs. Recruiters” webinar series on April 24, where we’ll unpack how candidates are really using AI, what it means for your pipeline, and how to evaluate skills when it’s robots vs. robots.
Register now to join live (with a surprise gift) 🎁, or get the recording.
🎯 Multi-Gen Recruiting: More Than Just Age Games
Each generation brings their own communication styles and job-seeking preferences, so we need to seriously rethink our recruitment playbook.
The challenge? Creating strategies that respect generational differences without falling into stereotype traps.
Research shows that 72% of Gen Z candidates prefer initial video interviews, while only 37% of Baby Boomers feel comfortable with virtual recruiting. This stark contrast highlights why we need to offer multiple touchpoints throughout the recruitment process - think hybrid interview options and multi-channel communication approaches.
It's all about being flexible with our process and customizing it to best suit the needs of all potential applicants. We don't want to miss that next great hire do we?
Instead of completely overhauling your recruitment process, focus on just simply creating options. Both digital and traditional application methods, provide various interview formats, and customize your employer value proposition messaging for different age groups.
It's not about age stereotypes - it's about meeting candidates where they are and giving them choices in how they engage with your recruitment process. Your future talent pool will thank you.🙌
🔗 Relevant links
👀 TLDR
Recruiting across generations isn't about age stereotypes - it's about options, flexibility, and meeting candidates where they're comfortable (whether that's TikTok or a traditional phone call)
⚡ Takeaway and Try
- 🎯 Implement a "Job Description Modernization Sprint" by creating a cross-generational review panel of 6-8 employees to audit all job postings monthly. This ensures inclusive language and appeals to diverse age groups, leading to a wider talent pool. Track application rates across age demographics and time-to-fill metrics pre- and post-modernization.
- 📱 Launch a "Digital Experience Audit Program" where HR team members test all recruitment touchpoints (application forms, assessment tools, communication platforms) across multiple devices quarterly. This reduces drop-off rates and improves candidate experience. Measure completion rates, time-to-apply, and candidate feedback scores across platforms.
- 🤝 Establish a "Generational Diversity Initiative" in hiring panels by requiring at least three different age groups (if possible) represented in every interview team. This reduces age bias and provides balanced candidate evaluation. Monitor hire success rates, team satisfaction scores, and retention rates of new hires across age groups.
- 📊 Develop a "Recruitment Channel Optimization Dashboard" that monitors source effectiveness across age demographics monthly. This ensures balanced talent acquisition strategy and resource allocation. Measure cost-per-hire, quality-of-hire, and demographic reach for each recruitment channel.
☕ The Break Room: What's Your Take?
📚 Human Readsources
🏢 Federal Layoffs Hit Record High in March (HR Brew) - Federal layoffs surge in March, hitting record-high government cuts.
⚖️ Pay Transparency May Backfire, Study Finds (HR Dive) - Pay transparency affects workplace entitlement based on performance rankings.
📊 UK HR Leaders Navigate Economic Pressures in 2025 (HR News) - UK HR leaders adapt to economic challenges amid workforce changes.
Thanks for reading to the end and we hope today’s edition sparked some new ideas for your workplace! 🧠
We know you’re super busy and really appreciate you letting us into your inbox a few times a week. 😀
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