Hiring and Engaging Workers Through the Generations

Strategies and Tactics for Successful Generational Recruiting

The key to attracting, engaging, and motivating younger recruits is to see the world through their eyes—and to better understand what matters most to them.

First things first.
The foundational tenet of marketing is that to sell a service or a product, you must first understand your intended customer’s mindset. Then, using the tools that will reach your target, you need to develop messages to attract and engage with those customers so that they will buy your product or service.

Understand mindset to gain mindshare.
The Center for Generational Kinetics, which studies differences in age populations, states that “generations are not boxes but powerful, predictive clues on where to start to faster connect with and influence people of different ages and life stages.”

Stay away from stereotyping.
Don’t make the mistake of assuming that Gen Z and Millennials share the same mindset. Together, these two generations span 20 to 37-year-olds who are at very different stages of life.

Set your target.
Regardless of the role—or roles—you are recruiting to fill, it’s worth revisiting the marketing analogy from the beginning of this e-book.

Attract the right people.
A target population survey, once completed, will help you create a target candidate profile to share with a recruitment advertising partner (such as careerarc.com or shaker.com) to develop attraction strategies.

Engage your candidates.
By now, it’s clear that in order to recruit a Millennial or Gen Z candidate you need to understand their world and engage with them in ways THEY want to interact with you, your company, and your brand.

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