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Needs
of each generation |
| The topic for the month
of September was as follows: |
Successful recruiters
know that understanding generational differences
is very important in developing enticing marketing
messages, in educating managers about how to attract
each generation, and in deciding what specifics
will work best to get them to say "yes"
to an offer. |
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| Baby Boomers (Ages 45-60)
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In the workplace, they seek status and will sacrifice
family for advancement. They are focused on acquiring
nice homes, cars, and other material possessions
as these are markers of success to them. They are
hard workers, but their way to show how hard they
are working is to put in lots of time at the workplace.
This generation expects people to work at least
from 8 to 5, and a really good worker will come
early and leave late. There is less emphasis on
what you do and more on how much time you are around.
They believe in career paths, and many still have
the notion that hard work and loyalty equals career
success. They still do not understand job-hopping,
young people, and in the back of their minds believe
that young people's lack of concern over finding
a company that offers a career path and some security
will cause them problems.
Recruiting
tactics and messages: Career advancement
is of key importance as are promotional opportunities
and the chance to make a real impact. This is a
generation of people that are desperate to do something
meaningful before they retire. They want to be remembered
and are enticed by opportunities to do something
significant. Offer them security and career opportunities,
upward mobility, and status. Money is a minor enticement,
and they are not focused on doing their own thing
as much as on gaining some sort of status. They
are obedient, loyal, and easy to entice and retain
with the traditional HR tools of promotion, salary,
and status. After all, this generation made those
policies. |
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| Gen X (Ages 30-59)
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The skeptical, realistic, blunt, cartoon character
Bart Simpson perhaps best portrays their generation.
They are skeptical of the integrity of almost all
institutions, and believe they have to fend for
themselves. They believe their mission in life is
to clean up everyone else's mess.
They expect to work very hard, but also to be well
paid. They do not want to defer rewards, and they
much prefer cash and salary to options and the promise
of future promotions. This is the only generation
that focuses on work-life balance. No one else really
cares about that, but this generation has made it
a concern for most organizations.
Recruiting tactics and messages: This is
the generation that is skeptical of offers of security
or long-term commitments. Leaders are suspect, and
cynicism is common. They will leave you for a nickel,
as the saying goes. Offer them money, stock options,
and the chance to do what they want to do. They
are excited by the chance to earn based on what
they do rather than on what a boss says they should
earn. They are to-the-point and expect to be treated
that way, too. Don't be too diplomatic or try to
get them excited because of who they will be working
for. They don't have heroes. |
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| This is the generation that is skeptical of offers
of security or long-term commitments. Leaders are
suspect, and cynicism is common. They will leave
you for a nickel, as the saying goes. Offer them
money, stock options, and the chance to do what
they want to do. They are excited by the chance
to earn based on what they do rather than on what
a boss says they should earn. They are to-the-point
and expect to be treated that way, too. Don't be
too diplomatic or try to get them excited because
of who they will be working for. They don't have
heroes. |
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| Gen Y (Under 30)
|
They are a generation symbolized by "Baby
on Board" car stickers, safety seats, air bags,
superb medical care, and orthodontics. They are
more likely to believe that it is possible to have
a perfect world than their incredulous Gen X elders.
They are diplomatic and are taught to work out a
solution to issues peacefully, not with fighting
as previous generations might have done. Parents
intervene on their behalf frequently, and they have
not been expected to take care of themselves as
the Gen Xers were.
They are concerned with government and with making
sacrifices for society and community. They look
for a balance between material goods and spiritual
happiness. Gone is the skeptical, self-centered
nature of Gen X and the protesting and idealism
of the Baby Boomers.
This is a "go do it" generation of compromisers
believing in community and group. They look up to
leaders and expect guidance and some protection
from them. They see a boss as a mentor and coach.
They expect to be paid for what they do, not how
much time they spend doing it.
Recruiting tactics and messages: This is
a generation that values balance and moderation.
They want time to be with friends. They are conformists
and team players, more than any other generation,
and they will be very loyal if the organization
provides them with a few things: flexible schedules,
the opportunity to take long periods of time (without
pay) to travel or do community service, and project-
or group-focused work that has measurable outcomes.
They respect leaders and want someone to look up
to.
While this is a hasty sketch of three complex generations,
it is a place to start in getting a deeper understanding
of why paying attention to these differences is
so important.
Generational differences may not provide all the
answers to successful recruiting, but if you are
aware of the differences, you will make more hires,
raise your retention, and have more fun. |
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| Source : Generational Differences make all the
difference, www.ere.net/articles
October 02, 2006 |
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" It is not genius, nor glory, nor love that reflects the greatness of the human soul; it is kindness." |
| Henri-Dominique Lacordaire |
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| Health maintenance organization (HMO) |
| Managed care plan that provides services for a fixed period on a prepaid basis. |
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