The Generation Game

"It's nice to see you, to see you....Bruce Forsyth, the Generation Game host.

Remember the British TV programme, The Generation Game? If you do, it puts you in my cohort!

The recruitment process for membership organisations now acknowledges the importance of generational differences, as they affect the way these organisations attract, select, and retain employees and crucially also - communicate with members.

By recognising generational characteristics and preferences, we can create tailored recruitment strategies that meet the expectations and values of candidates from different age groups.

At Membership Bespoke, we take these factors into account each time we deliver top-tier talent for our clients.

The Talent Acquisition Conveyor Belt

Just like the prizes on the Generation Game conveyor belt, candidates (and even members) may swiftly move on if what you're offering doesn't resonate with them or spark any connection with them, to your brand, vision, and mission statement, let alone your Employee Value Proposition (EVP).

Just like a skilled player on the Generation Game, how can you excel in the talent acquisition stage?

Based on my expertise, these key checklist items below are crucial to ensure that you connect with a diverse range of generational talent, spanning from entry-level graduates to seasoned professionals approaching retirement who are eager to contribute through interim roles.

### 1. Communication Preferences - Don't Get Your Wires Crossed

Different generations have distinct preferences in terms of how they communicate and what channels they use.

For instance, while Baby Boomers (born between 1946 and 1964) might prefer more traditional communication methods such as phone calls or emails, Millennials (born between 1981 and 1996) and Generation Z (born between 1997 and 2012) are more accustomed to digital communication, including texting, social media, and instant messaging.

Tailoring the recruitment process to accommodate these preferences can make a big difference to improving engagement with candidates.

Just like we're doing - we are committed to enhancing our candidate communication processes by exploring various instant messaging options.

We aim to provide faster and more efficient updates to our candidates while creating a positive experience for all parties involved. We are also mindful of the generational mix of our team members and are exploring different communication channels to cater to the unique preferences of each generation.

### 2. Workplace Expectations - The Full Spectrum of Expectations

Each generation has its own set of expectations and priorities when it comes to the workplace.

Millennials and Gen Z, for example, often prioritise flexibility, work-life balance, and the opportunity for career development. In contrast, Gen X may value job stability and a competitive salary more. Understanding these differences allows you to highlight relevant aspects of their workplace culture and benefits packages to appeal to candidates from different generations.

### 3. Attracting Talent - Fresh Grads to Seasoned Pros: Inclusive Hiring Strategies

To attract a diverse and broad range of candidates, you should consider implementing multi-generational marketing strategies into your recruitment endeavours.

In our experience and how we manage this with our clients, we use a diverse range of advertising platforms and create messages that align with the values and career aspirations of each generation.

By doing so, you can expand your talent pool and strengthen your employer brand. Drawing on my expertise, these critical elements are essential for engaging with a diverse range of generational talent, from fresh graduates to experienced professionals nearing retirement, who are keen to contribute through interim and temporary positions.

### 4. Keeping multi-gen top-talent hooked - begins with recruitment.

Retention starts with recruitment. By recognising the different career goals, work habits, and values of each generation, you can design more effective onboarding programs and career development opportunities that cater to the diverse workforce.

This not only helps in retaining talent but also in building a cohesive, multi-generational team.

### 5. Technological Adaptability - Ready for a Digital Transformation? Dive into multi-generations

Technological proficiency varies across generations. While younger generations might be more agile and adaptive when it comes to innovative technologies, older generations may offer invaluable experience and a unique perspective on problem-solving. In recruitment, it’s important to recognize these differences and, when possible, offer training and support to bridge the technological divide.

### 6. Diversity and Inclusion - United by Our Differences

Understanding and embracing generational diversity is part of building a more inclusive workplace. It’s crucial for recruitment strategies to not inadvertently favour one generation over others, which can lead to ageism. An inclusive approach not only improves the company’s culture but also helps in attracting a wider range of talented professionals.

Didn't they do well? Bruce Forsyth, the Generation Game

When we all take generational differences into account during the recruitment process, we can establish a deeper connection with candidates than ever before, and gain a better understanding of their distinctive expectations and needs.

Tailoring recruitment strategies that address these generational differences is a crucial factor in the acquisition, hiring, and retention of top talent across all age groups for any membership organisation.