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What are the most effective ways to source candidates from diverse age groups?

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Sourcing candidates from diverse age groups is a key aspect of building a diverse and inclusive workforce. However, different generations may have different preferences, expectations, and behaviors when it comes to job searching and applying. How can you attract and engage candidates from various age groups, such as baby boomers, generation X, millennials, and generation Z? Here are some effective ways to source candidates from diverse age groups.

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Felix Tih

Helped 300+ professionals and entrepreneurs overcome stagnation and indecision, achieving clarity, personal, financial…
Lisa Young ??

??HR for HR ?? Elevating your HR game with a whole lotta smarts, strategy and style ??
Ellie Jabrayilova

Reward Partner

1 Use multiple channels

One of the most important ways to source candidates from diverse age groups is to use multiple channels and platforms to reach them. Depending on their age, candidates may use different sources of information and communication, such as job boards, social media, referrals, podcasts, blogs, newsletters, or events. You should diversify your sourcing strategy and use a mix of online and offline channels to appeal to different generations. For example, you can use LinkedIn to connect with professionals from all age groups, but you can also use Instagram or TikTok to showcase your employer brand and culture to younger candidates.

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Lisa Young ??

??HR for HR ?? Elevating your HR game with a whole lotta smarts, strategy and style ??
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Defining your ideal candidate and understanding where they are spending their time is essential to be strategic in your recruitment efforts. If you have a certain demographic in mind, create a candidate persona in the same way a marketer would create their buyer persona - Who is your target audience, how do you get in front of them, and what will catch their attention and speak to them to take action.

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?? Ravinder Singh

CMO chez Zenworking (co-créateurs d’engagement, de bien-être et d’efficience) / Solution QVCT/ QVT/ Bien-être au travail / Culture d'entreprise / Santé au travail / RSE / Engagement au travail
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In my experience, diversity in age brings a wealth of perspectives and skills to any team. To source candidates from diverse age groups, consider a multi-faceted approach. Leverage social media for younger talent, tap into professional networks for mid-career professionals, and explore industry-specific events and associations to connect with experienced candidates. Embracing age diversity not only enriches your workforce but also enhances creativity and innovation.

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Julian Schild

HR-Tech Consultant making the Recruitment Marketing Industry data driven!
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From my personal experience it's crucial to pick different channels for different target and age groups. But also to depending on the challenge increase the volume of channels used. It's pretty simple math: the more possible touchpoints you create the higher are your chances to reach and convert the right candidates. In addition you should neglect any?approach from the beginning. Sometimes various channels can bring unexpected results.

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2 Tailor your messages

Another effective way to source candidates from diverse age groups is to tailor your messages and content to suit their needs and interests. Different generations may have different values, motivations, and goals when it comes to work and career. You should customize your job descriptions, employer value proposition, and outreach messages to highlight the benefits and opportunities that are relevant and appealing to each age group. For example, you can emphasize the flexibility, autonomy, and learning opportunities for millennials, or the stability, security, and recognition for baby boomers.

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Ellie Jabrayilova

Reward Partner
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? Tailoring Messaging to Different Generations When crafting your messaging, consider the communication preferences and media consumption habits of your target age groups. Younger candidates may prefer concise and visually appealing content, while older candidates may respond better to detailed descriptions.

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3 Showcase your diversity

A third effective way to source candidates from diverse age groups is to showcase your diversity and inclusion efforts and achievements. Candidates from different generations may have different perspectives and experiences on diversity and inclusion, but they all appreciate working in a diverse and inclusive environment. You should demonstrate how your organization values and respects diversity and inclusion, and how you foster a culture of belonging and collaboration. You can use testimonials, stories, videos, or images to showcase your diverse and inclusive workforce, initiatives, and policies.

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Ellie Jabrayilova

Reward Partner
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? Creating a Multigenerational Workplace Culture Foster a workplace culture that values and respects the contributions of all employees, regardless of their age or background. Encourage mentorship programs, cross-generational teams, and opportunities for knowledge sharing to create a truly inclusive environment.

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4 Engage your employees

A fourth effective way to source candidates from diverse age groups is to engage your employees as ambassadors and advocates for your organization. Employees can be a powerful source of referrals, recommendations, and word-of-mouth for your employer brand. They can also help you connect and communicate with candidates from different age groups, as they can share their insights, experiences, and feedback. You should encourage and reward your employees for referring and endorsing candidates from diverse age groups, and provide them with the tools and resources to do so effectively.

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5 Monitor your results

A fifth effective way to source candidates from diverse age groups is to monitor your results and measure your impact. You should track and analyze your sourcing metrics, such as the number, quality, and diversity of candidates from different age groups, the sources and channels that generate the most and the best candidates, and the conversion and retention rates of candidates from different age groups. You should also collect and use feedback from candidates and employees to improve your sourcing strategy and practices. You should use data and evidence to evaluate your sourcing performance and identify areas of improvement.

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Felix Tih

Helped 300+ professionals and entrepreneurs overcome stagnation and indecision, achieving clarity, personal, financial growth, and up to 50% productivity improvement in just 8 weeks.
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To effectively source candidates from diverse age groups, it's crucial to adapt your approach to reach a wider pool of talent. Each age group has unique communication preferences and media consumption habits. To capture the attention of different generations, tailor your messages to resonate with their specific interests and communication styles. Utilize a variety of platforms to reach a broader audience, including social media, industry-specific websites, and professional networking sites. Diverse sourcing enriches talent and work culture. I talk about this in my book "Effective Diversity Recruiting Strategies to Fuel Talent Pipeline," available on Amazon.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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What are the most effective ways to source candidates from diverse age groups?

1

2

3

4

5

6

1 Use multiple channels

2 Tailor your messages

3 Showcase your diversity

4 Engage your employees

5 Monitor your results

6 Here’s what else to consider

Human Resources

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What are the most effective ways to source candidates from diverse age groups?

1

2

3

4

5

6

1 Use multiple channels

2 Tailor your messages

3 Showcase your diversity

4 Engage your employees

5 Monitor your results

6 Here’s what else to consider

Human Resources

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