Facilitating a multi-generational workforce with recruitment tools

A multigenerational workforce is one that has always been present, in some form of the other. Back in 2019-2020, the workforce consisted of a four generation structure of Baby Boomers, Generation Y, Generation X and the early or first workers of Generation Z.

In a dynamically changing workforce - one that has seen a shift where generations such as Baby boomers and Gen X are slowly leaving the workforce - it has become increasingly pertinent for recruitment teams, talent acquisitions and HR teams to be able to find a way to facilitate the shift in the workforce.‍

The US Bureau of Labor Statistics has predicted that by 2029, Millennials will still make up most of the workforce, with this prediction being at 38.45 million people who will be between the ages of 35-44. Of this age group, 33% of Millenials predicted to retire by the age of 65 are paving way for a younger, newer generational workforce: Generation Z.

For HR teams and recruiters, questions get raised. How can these teams choose what is seen as being the right candidate and manage them well in an emerging and dynamically changing workforce?

Generation Z are viewed as being a tech native generation, young, enthusiastic and ready to make a difference in the world.

Hence, there is a demand for businesses to have a more progressive approach to hiring and retaining candidates. There is also a need or a quest for HR teams, talent acquisition teams, and recruiters to find a way to go about facilitating and accommodating these changes in a way that benefits both sides.

So, how can the teams go about these changes?

To answer the questions and facilitate these foreseeable changes, recruiting teams and talent acquisition teams can use a custom career page as a recruitment tool to their advantage. It’s all about employer branding, and how best to brand your company to attract the new generation.

Before you can begin curating a custom career page that really showcases your company's brand identity, one needs to make an understanding on what a multigenerational workforce really is, the different generations and who are the upcoming new workforce.

Defining a multi-generational workforce

A multigenerational workforce is one in which there are individuals from varying generations working collectively together in one company. According to CBC , the workforce has seen a four generational structure – a newness compared to previous eras in recorded employment history.

A multi-generational workforce is one in which  there are individuals from varying generations working collectively together in one company. Since early on in this decade the workforce has been made up of five generations -  a novelty compared to any other time in recorded employment history. 

For recruiters looking to strike a balance between these generations, it is key to understand who they are and what matters most to them. 

Generation X‍

Individuals from this generation - born between 1960 and 1980 - are often characterized as people who are open to change but still value a great work-life balance. This is a generation that, across the world, are slowly phasing out of what is considered to be the norm of a workforce.

Millennials‍

Then, we have the Millenials; those born between 1981 - 1996. In today’s workforce, Millennials are the ones that can be seen across many different industries, working and trying to make a small change. However, according to this article published by Pew Research, many Millenials are well into their way to mid-adulthood, which means that in the next decades, we will be seeing Millennials slowly phasing out of the workforce.

Generation Z

This then paves the way for a new generation, Generation Z; young and socially aware minds born anytime after 1996. Unlike other generations, Gen Z are only just being introduced to the workforce. They have new expectations, ones that weren’t necessarily put forth by those before them. While the current U.S workforce has only a small percentage of Gen Z’s in the workforce (11.6% as of 2020) as per the U.S Census Bureau, the coming years will see steady growth.

The new generation brings about a fresh era of change. Generation Z employees can bring new strengths, talents and skills to the workforce. This means being able to quickly adapt to a growing tech-centric world. Yet, at the same time this generation still has a long way to go because they still need to learn vital skills and resources from previous generations about the industry.

As a majority of Gen Z’s are still new to the workforce with a small percentage actively involved, this also paves the way for many to start their own small business enterprises. There are predictions and surveys that indicate that Gen Z’s are seen as being the “entrepreneurial generation”. According to a Neilsen study group, up to 54% of Gen Z’s interviewed aspire to or have some plan to start their own company in the future.

What this means for HR and recruitment tools is finding a right balance between creating the right brand image and catering to the demands and changing nature of the workforce.

This can be done through a recruitment tool employer branding where companies can create a unique brand identity to align with the current trends and demands of the new generation.

How HR can facilitate a multi-generational workforce

Predominantly, the role of the recruitment teams has been to scout for candidates as per the job descriptions or openings for a company. In the past, this meant hosting job fairs, and scouring through piles of resumes and emails. But, there’s been a shift over the recent years as competition for the right talent, has increased.

Recruiters still need to fill a vacancy for a company by finding the right talent or the right candidate. As competition increases, so does the amount of resumes received. Glassdoor cites that on average, most HR individuals will receive 250 resumes on a daily basis. However, this is relevant only to the current workforce and not a future changing workforce.

According to a LinkedIn survey, many Gen Z’s are switching and leaving jobs at a higher percentage than Millennials and Generation X. This mainly has to do with how Generation Z employees demand more from their employers especially about social, economic, political and environmental issues.

Gallup indicates that Generation Z are individuals who care about well-being above all else. This means finding the right employer who won’t only take care of the employees well-being but also, the world by virtue of being ethical.

There is a generational gap that HR teams need to close to make way for effective recruitment in the future. As Generation Z employees get introduced to the workforce, the older generations - with experience, skills and institutional knowledge - will gradually leave. The role of the HR team and talent acquisitions is to bridge that gap by making the transition into a new generational workforce smooth and respectful of the demands of the newer generation.

Hence, HR teams and talent acquisition teams should look towards using recruitment tools - specifically a career page builder within an applicant tracking system (ATS) -  as a means to creating a unique brand identity for the company. Not only can this help bridge the gap, but it can answer the questions asked by this newer generation.

There is a generational gap that HR teams need to close to make way for effective recruitment in the future. As Generation Z employees get introduced to the workforce, the older generations - with experience, skills and institutional knowledge - will gradually leave. The role of the HR team and talent acquisitions is to bridge that gap by making the transition into a new generational workforce smooth and respectful of the demands of the newer generation.

Hence, HR teams and talent acquisition teams should look towards using recruitment tools - specifically a career page builder within an applicant tracking system (ATS) -  as a means to creating a unique brand identity for the company. Not only can this help bridge the gap, but it can answer the questions asked by this newer generation.

Start with an ATS

Technology has made it easier for HR teams and companies to be able to change the way in which they recruit candidates. One such technology is ATS or applicant tracking systems.

Applicant tracking systems made the process of creating unique career pages smoother and more efficient. Companies can optimize their own career page according to their unique brand identity. Not only is this great at appealing to a newer, digital-native generation, but it also displays transparency about life in the company. 

An applicant tracking system - such as Manatal - gives corporations the chance to build an attractive and powerful career page that helps to answer the questions that Gen Z’s want answered. Corporations can create a custom career page to sell their brand identity as being socially aware, sustainable and aligned with current trends.

With inspiration from brands like H&M and Adidas, many are creating content aligned with matters that hold importance to a newer generation. Such brands use images, logos, slogans and even videos to add emphasis on the message of shifting to be aligned with current social issues and the demands of the population. Similarly, corporations can follow suit and create custom career pages centered around such topics.

One way for companies to achieve this is through Manatal’s career page builder Let’s take a further look at what your company can do with this.

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‍Manatal Software

‍Manatal is an end-to-end recruitment solution for HR and recruitment teams. Not only can recruiters and HR teams track the status of applicants, but also customize their own career pages to attract even more candidates.

For an HR recruitment team or talents acquisition team, this means the opportunity to engage and bring in a multigenerational workforce, especially a newer generational workforce.

Manatal’s career page builder allows corporations full customization options that are simple and easy to use. Customization options include adding images, videos, logos, and referring to links. Corporations can design their career page how they like, so that it fits with their unique brand identity.

For users who aren’t as tech savvy, the interface is simple and easy to use. Anyone in the team - regardless of prior tech knowledge - can simply drag and drop images, videos, links etc on the platform.

Generation Z are the social generation - aware and action-oriented - and are digital natives. This simply means that forward-thinking HR and talent acquisition teams need to begin strategizing around the best ways to reach this future workforce wherever they are. Social media platforms are a great place to begin seeding your employer brand to this generation. While Gen Zs have begun their first or second jobs in recent years, there are others waiting to join the workforce, with career aspirations of their own.

In this respect, the career page option on Manatal’s software gives companies an edge where branding and visualization is concerned. Almost 50% of Gen Z’s are more inclined and interested in a product or service based on what they see. Using Manatal’s software, especially the career pages and links with social media pages can increase visibility for a corporation and sell a corporation's brand image.

Manatal’s career pages not only assists a corporation in creating a unique brand identity for recruiting the right talents, but it humanizes a corporation. You get to tell your story, who you are as a brand, what your visions are in a way that appeals to the candidate instead of deterring the candidate.

With Manatal’s software, not only can HR facilitate changes by attracting and retaining a new generational workforce, but the career page builder gives corporations a chance to shift from being only resource intensive to purpose-driven companies. Corporations aren’t restricted in creation and hence can create a brand identity as they see fit.

Bringing It Together

Not only is using the right tools and the right methods for attracting the right talents essential in facilitating and accommodating to a multi-generational workforce, especially one that is going to change to accepting and welcoming a newer, younger generation. But, it is also important for corporations to understand the significance employer branding has.

Employer branding - especially with the right message - can help nurture a purposeful workforce and attract a younger and eager generation that is willing to learn. Using the right words, stories, images, videos, and links can project a strong company culture.

This in turn can help a corporation in successfully being able to hire new candidates, especially those from a younger generation. On top of that, the right branding can greatly reduce a corporation's marketing cost.

Our career page builder doesn’t take you long - all it takes is just a few minutes to have your employer brand up and out for the right talent to see.

Manatal’s ATS’s software and AI recommendation engine works together with the career page feature to reduce the time spent on manual tasks.  Design your own career page and recruit the newer generation all in the click of a button.

‍Start your 14-day Free Trial now to discover more of Manatal’s customized career page builder features and reinforce your brand to attract the next generation of the workforce within a few clicks.