A blog series to guide you on how to implement a new project initiative without it getting blown up.
Disclaimer: The views expressed in this post are the author’s own and do not represent Erecruit’s support of a particular alliance – Empire or Republic.
With the Star Wars franchise officially in light speed over the next few years, this has presented me with yet another opportunity to use the lessons learned from the saga and apply them to the world of staffing. Who knew there were so many parallels? Yoda probably did, but sadly none of us were able to train with him, so you’re stuck with me…
Not too long ago, in a galaxy very nearby, you had a great idea. A concept that, if implemented successfully, could expand your organization’s influence, engagement, and footprint. You did your research, calculated the ROI, and pitched it to your Imperial governing board, who approved it. Yes! Let’s create this artificial moon, living environment and starship! It’s going to be awesome! Read more
Are Managed Service Programs (MSPs) the Evil Empire? Are Vendor-neutral options our only hope? Or is there an opportunity to find a balance within the workforce?
As I sat down to write a typical blog post on the always-controversial topic of MSP vs. VMS, I started thinking about the parallels between this and a certain film series’ recent release and wondered: just like a movie, why can’t the idea of workforce management get a reboot?
Who are Baby Boomers?
Born up to 1964, Baby Boomers are the oldest generation currently in the workforce, many will still be in the workforce for another decade or so. However, while job expectations are changing due to technology altering the way we do things; Baby Boomers have the most experience and expertise of all the generations – putting them in an excellent position to provide consultative services to businesses and new employees.
In this blog, we will explore the preferences and expectations of Baby Boomers, as well as the best approach to placing Baby Boomers into future job roles.
Work benefits are a priority
Compared to Millennials and Gen Z, Baby Boomers have a different set of concerns. While all generations would like a healthy work/life balance, Baby Boomers are more focused on work benefits and an easier commute. They would ideally like to be closer to a job role. As for work benefits, paid time-off and part-time working options are the perks they would look for. With these preferences in mind when recruiting Baby Boomers, recruiters should try to present a variety of flexible working options, local to their Baby Boomer candidates.
Mentoring opportunities are perfect
As the most experienced generation in the workplace, Baby Boomers have accumulated a wealth of expertise and knowledge – all of which they can pass on to younger generations. While the working environment has changed and has been transformed by technology, the knowledge Baby Boomers possess of business activities, processes, professional development and efficiency is invaluable. Any organization looking to plug the gaps in their operations and get employees up to speed with work culture would benefit tremendously from the experience of a Baby Boomer. Recruiters should work with clients to identify opportunities for Baby Boomers to mentor Gen Zs and/or Millennials. Tailored job roles and part-time opportunities would be most attractive to Baby Boomers.
Technology is fine, but traditional methods work best
Just like Generation X, Baby Boomers will have watched technology transform the workplace. And, while they do not possess the digital aptitude of Millennials and Generation Z, they have mostly embraced new technology and do their absolute best to familiarize themselves with it. But even though they have embraced technology, it is less likely that they will use digital channels such as social media to find their next job opportunity.
Overall, in terms of engaging with Baby Boomers in the workforce, traditional methods still fare best with this generation. Baby Boomers, generally, are far more receptive to face-to-face meetings and phone calls when interacting with recruiters, although they will also use online job boards and LinkedIn for a job search if necessary.
If you want to learn more about attracting and recruiting multi-generational candidates, download our free eBook in our resource section.
Who are Generation X?
They’re already in your office, working tirelessly and driving your business forward. The Generation X workforce, born between 1965 and 1984, has witnessed the workplace being transformed by technology. Compared to Millennials and Generation Z, Generation X will have worked in a ‘tech-free’ workplace for most of their early career and are far more accustomed to manual processes as opposed to relying on emerging technology such as Artificial Intelligence and Machine Learning.
On the one hand, most of Generation X are not digital natives like Millennials and Generation Z, but on the other they do command a depth of experience, expertise and career wisdom. Rather than efficient digital multi-taskers, they make exceptional managers, mentors and career development professionals – essential roles in any business looking to succeed.
The value of Generation X candidates lies in their understanding and appreciation of the need to evolve, having witnessed first-hand the technological transformation of the workplace.
In this blog, we will explore how recruiters can engage with the Generation X workforce, as well as understand what they are looking for in their next job role.
Career development is a major focus
Many Generation X candidates are driven by a desire to redistribute their expertise and experience to the younger generations. Just like Millennials and Generation Z, the Generation X workforce strive to improve themselves, their colleagues and the businesses they work for, and therefore are perfectly suited to managerial positions. Recruiters would be wise to provide Generation X with opportunities which have a mentor program or managerial capacity, where they would be expected to transfer the knowledge, skills and techniques they have acquired over the years to help their colleagues develop.
Flexible working environments are key
Just like Millennials, Generation X now expect to have a flexible working environment – but rather than expecting workplace flexibility to help manage their social lives, Generation X candidates need flexibility to ensure a good work/life balance. Many Generation X candidates have children or other family responsibilities to consider. Therefore, remote/mobile working opportunities are an excellent way to attract Generation X candidates; as they enable them to manage their affairs and continue to work and contribute to the long-term success of a business.
Traditional engagement will be the most effective
Recruiters need to appreciate and recognize the differing attitudes of Generation X candidates towards communication channels and choose the most appropriate method to engage with them.
Unlike Millennials and Generation Z, Generation X will prefer more traditional communication methods such as the telephone or face-to-face meetings – these will be more effective with Generation X as opposed to instant messaging or social media. Why? Simply put, these methods are what they experienced earlier in their careers, when starting out and conducting job searches and interviews during their youth. Social media platforms such as Twitter and Facebook are unlikely to be as effective when engaging with Generation X.
Telephone will be the most efficient and productive method for recruiters, with email a good secondary option. Face-to-face meetings are almost a certainty, whether in person or using video technology – Generation X candidates will communicate better and be more at ease during these more personal interactions.
Industry specific job boards are a great way to reach Generation X, as they would much rather take their time to find specific positions rather than rush into their next greatest challenge. Generation X candidates often have other stakeholders in their personal lives to consider before making a career change, so they will not be rushed into making decisions and will only move if the whole package is right for them.
From communication preferences to workplace flexibility and personal responsibilities, recruiters need to consider the bigger picture when targeting Generation X candidates.
Who are Millennials?
Millennials, also known as Generation Y, are those born in the early 1980s to late 1990s and early 2000s. Millennials may struggle to recall a time without the Internet and have certainly witnessed the birth of a truly socially-networked world. In terms of exposure to technological change and social development, Millennials are, by far, the most diverse of the generation groups and possess a natural affinity for continued development.
When compared to other generations, Millennials are considerably different. Known for their willingness to shift between jobs and ‘slash culture’ where workers handle more than one job simultaneously, Millennials are very much inclined towards flexible/mobile working.
It’s important to appreciate that Millennials will soon make up 50% of the workforce. With that in mind, it’s vital that recruiters have a comprehensive understanding of how Millennials operate when it comes to searching for a new job. In this blog, we will discuss recruiting Millennials as well as how recruiters can engage with them effectively.
Employment expectations and values
More so than any other generation, including Generation Z, Millennials are passionate about values and ethics, want to work for a business which stands for a cause and that regularly works towards bettering itself and its workforce.
When it comes to a job search, Millennials will dedicate more time to analyzing the business and job role they are applying for, determining exactly what the business provides, its culture and why they, the candidate, should work for them. For recruiters, when recruiting Millennials this means providing job opportunities where the corporate objectives and key values of the business are clear. Millennial candidates are the new starters in the workforce, therefore onsite training and professional development is high on their list of job role priorities.
Temporary employment is popular
Job hopping, or the juggling of more than one job, has rapidly risen in popularity among Millennials. As a generation motivated by continuous, all-round self-improvement, temporary work offers Millennials the opportunity to diversify their portfolio of skills, and experience different working environments.
This has resulted in Millennials being shifters – moving from one job or industry multiple times over their short period of time in the national workforce. On that basis, Millennials are more suited to filling temporary opportunities where flexible/mobile working is available, and also the opportunity to quickly learn and develop new skills.
Social media is key to recruiting Millennials
Having grown up with technology, Millennials are tech experts and digitally inclined. They have witnessed the growth of social media to its current dominance today. Yet, while the adoption of social media by candidates for job searches has yet to take off, according to our recent market research report, those aged between 25-34 are the most likely to use LinkedIn as a platform for a job search – highlighting that social channels can still be leveraged to find talented Millennials.
Also, social media platforms provide recruiters with not only the opportunity to engage with Millennials, but also to investigate a candidate’s profile and share content relevant to their interests.
One thing to note however, is that Millennials share some of the challenges of communicating with Generation Z – e.g. a preference for short form methods of communication. Meaning that ongoing engagement may be difficult to achieve and instead recruiters should consider engaging with Millennials through instant messaging platforms such as WhatsApp, or use text messages to get a response as opposed to email.
If you want to learn more about attracting and recruiting multi-generational candidates, download our free eBook in our resource section.
Who are Generation Z?
Often referred to as digital natives, Post-Millennials or the iGeneration – Generation Z candidates are tech-savvy, digital-first experts who can easily navigate the online world. Their exposure to technology from a young age has enabled them to have a greater aptitude for understanding and using new technologies and tools. However, Generation Z has limited experience with manual processes, instead they expect highly intuitive and dynamic consumer-style technologies in the workplace.
It can be argued that, in some industries, Generation Zs’ digital talent and resourcefulness makes them effectively future-proof. However, even with the benefits of technology, living in a world of continuous updates, instant connectivity, and readily available information has influenced their ability to focus. Some Generation Zs may find it difficult to dedicate themselves to a singular task for a prolonged period and instead prefer to have several things on the go at once.
With these aspects in mind, we’ve compiled a series of tips on understanding Generation Z, as well as how recruiters can attract Generation Z candidates and provide them with the necessary support.
Engaging with Generation Z – tips for recruiters
Today’s digital culture means that younger workers are accustomed to having everything at their fingertips and receiving updates instantaneously – and this also applies when it comes to a job search.
Generation Zs’ ability to manage many digital feeds simultaneously means that recruiters can incorporate multiple channels into their strategy – for example email, mobile, instant messaging, apps and even video are all platforms recruiters can utilize to their benefit.
However, it’s vital that recruiters develop a streamlined recruitment process when it comes to interacting with and understanding Generation Z candidates as they expect updates and information on a regular basis. Failing to provide them with the information they need in a timely fashion could result in recruiters losing incredibly talented candidates.
Think mobile and app first
Mobile applications and instant messaging platforms, such as WhatsApp, provide recruiters with excellent channels to reach out to Generation Z candidates – even better if recruiters have their own company app they can use for candidate interaction.
It’s important to appreciate that speed and convenience are fundamental aspects in a Generation Zs’ lifestyle – and, again, a job search is no exception. The ability to access detailed information on the fly is paramount, and for recruiters to attract the most talented candidates they need to be thinking mobile.
Tap into their entrepreneurial spirit and growth opportunities
Generation Z are also far more entrepreneurial – they want to make a difference and are looking for organizations where their ideas and contributions are taken into consideration. Supported by technological developments and a networked world, an entire generation has evolved to think towards the future – and how they can improve the present.
Recruiters should aim to highly promote mentor programs when available, professional development initiatives and team-based activities are integral aspects of the role.
It’s important that recruiters understand that Generation Z has a desire to improve themselves and the business in question. Therefore recruiters should convey the value of the position they have applied for and emphasize the impact the candidate could have on the company as this will resonate.
Re-evaluate job board strategy
As Generation Z can easily manage lots of different platforms it is likely that a Generation Z candidate would spread the net as wide as possible, managing many job boards and multiple recruitment agencies, therefore it is imperative that recruiters act quickly before the real talent is lost to a competitor.
If you would like to learn more about how your staffing software can help find more talent, contact us today!
Parental Choice, bespoke nanny recruitment specialists (also providing extensive childcare supporting services), have selected Bond International Software, the global provider of staffing and recruitment software, to provide AdaptUX OnDemand recruitment-specific CRM via high-speed cloud service.
Founded in 2011, Parental Choice are based in East Molesey, Surrey, and provide a ‘one-stop shop’ for bespoke nanny employment contracts, payroll services and comprehensive childcare searches, alongside several supporting services for working parents including nursery education, grant funding and childcare administration. The Parental Choice team, headed-up by Founder and CEO Sarah-Jane Butler, work tirelessly to find suitable childcare options for working parents and provide all the information and advice they need to make the right choice for their careers and families.
Experiencing business growth and hiring more consultants to meet demand, Sarah and the Parental Choice team began reviewing recruitment software to upgrade from the standard office systems they were previously using to manage their processes. Their ‘wish list’ included fast and robust SaaS, ease-of-use and intuitive dashboards and workflows. Comparing a number of well-known recruitment software systems, Parental Choice selected AdaptUX for its strengths in these important areas alongside the competitive pricing options offered by Bond. Their deployment includes-
- Cloud/SaaS (Software as a Service) – Bond OnDemand enables users to log-in and use AdaptUX wherever they have internet access
- Adapt Studio – enabling users to choose from built-in recruitment dashboards or design their own based upon their preferred working methods
- Adapt Outlook Add-in – enabling users to access client and candidate records and run recruitment workflows in AdaptUX direct from emails received in Microsoft Outlook
- Adapt InTouch mobile app – allowing consultants to access AdaptUX via their smartphones and effectively recruit on the move
- Training – flexible training options meet Parental Choices’ requirements, including face-to-face and webinar training
Sarah-Jane Butler, Founder and CEO, Parental Choice, comments, “One of our consultants had used a version of Adapt in a previous role and recommended it, but we were keen to compare a number of recruitment software systems before making our decision. AdaptUX won out for us because the look and feel of the system was so easy to take to. It soon became apparent that it would support our consultants and strengthen our processes, without the need to ‘re-invent the wheel’ we had spent so much time and effort fine-tuning. With AdaptUX we’re confident our nanny recruitment services will be tangibly enhanced.”
James Payne, Business Development Director, Bond International Software, comments, “Parental Choice provide one of the most comprehensive childcare solution services we have come across, and we’re delighted they have chosen AdaptUX to underpin the nanny recruitment processes within their business. The importance of recruiting the right nanny for each and every placement cannot be overstated and Parental Choice clearly go the extra mile to ensure this is the case; and offer an impressive array of supporting services to bring peace of mind to parents and their employers. We look forward to supporting their continued success.”