Building a strong team means having diverse talents and skills. The best teams include people of different backgrounds, ages, and experiences. When hiring, consider applicants of all ages. Younger candidates bring fresh ideas and tech-savviness, while older candidates offer experience and stability. Here's how to build a multi-generational team and why it's important.
Understand Values
Know what candidates value. This might include flexible hours, educational opportunities, retirement plans, career advancement, and work-life balance. A job that supports personal goals appeals to all ages.
Reach Candidates Where The Are
Use social media for younger candidates and LinkedIn or Facebook for older ones. Tailor your message but keep the core idea: "We want you on our team!"
Know Your Company's Image
Your reputation matters. Older workers might value stability, while younger ones might be excited by a startup atmosphere. Show that your company can offer both stability and creativity.
Simplify The Application Process
Avoid redundant steps like asking for a resume upload and a form with the same info. Offer different interview options—phone, video, or in-person—to respect candidates' preferences.
Communicate Clearly
Inform candidates promptly about your decision, whether they advance or not. This shows respect for their time. If moving forward, give clear next steps. If not, provide feedback when possible. Prompt, transparent communication enhances your company's reputation and keeps candidates engaged.
Take Your Hiring To The Max
By slightly modifying your job descriptions and communication methods, you can appeal to a wider candidate pool. Address the priorities of each age group and show that your company understands and supports their goals. For more on multi-generational hiring, contact LaborMAX. Our staffing experts can help you draft appealing job postings and introduce you to suitable candidates. Ready to improve your hiring process? Call LaborMAX!
