How to Recruit Gen X Professionals

There’s a lot of workforce potential in Generation X, also known as the “latchkey kids” who were born between 1965 and 1980. These workers , around the ages of 42 to 58 years old today, tend to show strong signs of independence, autonomy, drive, strong work ethic, and a variety of technological and transferable skills.

Those in Generation X make up about 20% of the population today , with many workers in this age category taking leadership positions of manager up to the C-suite due to their years of experience in the workforce. According to Zety , Gen Xers hold more than 50% of all leadership roles.

If you’re hiring for a position with a requirement for a certain number of years of experience, you may be searching for Gen X candidates. Here’s what to keep in mind for what this generation of workers wants out of a job and how you can effectively recruit them.

Gen X Values Autonomy

A 2022 study of more than 850 Gen Xers found that Generation X professionals greatly value independence and view themselves as more independent than other generations. The study found the following number of respondents said they’re more independent than:

• Generation Z: 78%
• Millennials: 76%
• Baby Boomers: 77%

Because this generation has so much professional experience, they’re often capable of self-motivation, as long as they have the right tools and resources available. According to a 2023 report on Gen X workers by Indeed , with clear goals and deliverables, Gen X professionals are comfortable developing their plans to achieve their objectives. Highlight the autonomy and independence that are offered within roles to attract Gen X candidates.

Gen X Workers Make Great Leaders

While Gen X professionals are capable of handling tasks on their own, they’re also highly effective collaborators and leaders. CNBC reports Gen X’s leadership skills are comparable to those of Baby Boomers, with skills including the identification of and development of new talent.?

More than two-thirds (67%) of Gen X professionals are effective in “hyper-collaboration,” with the ability to break down organizational silos. Gen Xers are also skilled in executing business strategies.

Related to leadership, the Zety study found at least 75% of Gen Xers are likely to view themselves as more entrepreneurial than other generations, as well. Those self-starter skills can be used to lead teams, create business strategies, and bring diverse departments together.

Gen X Understands Technology

Despite being older than generations like Millennials and Generation Z, a global leadership study by DDI found Gen X is the generation most likely to be leading digital transformation in the workplace. Nielsen research shows Gen X is also the “most connected generation,” outpacing Millennials in weekly social media usage.

Most Gen Xers were in the workforce when internet connectivity became widespread, so they’re the generation that was immersed in workplace digital transformation from the beginning. You can use digital tools like social media as recruitment platforms for Gen X. Know that this generation, especially those working in knowledge worker industries like information technology and marketing , is familiar with the top digital platforms in their industries.??

Gen X Wants to Continue Learning

Even though Gen Xers are older than many workers today, they still want to develop their careers , especially when they’re on the younger side of the spectrum. CNBC reports 67% of leaders in this generation want more external coaching, while 57% want external development. Gen X leaders also desire traditional learning opportunities at work, including workshops, courses, and seminars.

When you’re recruiting this generation, it’s important to highlight learning and development opportunities that are available at your workplace, as well as how those can help workers advance their careers. While Gen Xers respond to in-person teaching, they’re also open to technology-based training that’s available. As Indeed points out, Gen Xers who have training opportunities are also likely to invest in and offer training to those they manage.

Gen X Wants to Make Meaningful Contributions

One significant benefit Gen X offers employers is their desire to contribute meaningfully. The Zety study found when asked, “Which of the following is more important to you?”, 71% of respondents chose “doing meaningful work,” compared to 29% who said “earning a lot of money” was more important. Additionally, 84% chose “job satisfaction” compared to 16% who chose “job prestige”.

Meaningful, satisfying work means more to Gen X than money or prestige. When you’re recruiting and interviewing Gen X candidates, it’s important to convey how a job will contribute to a company and, more broadly, their community and the world.

Workplace Culture Matters to Gen X Workers

Like most workers, Gen X professionals appreciate a strong workplace culture that supports work-life balance. A recent EY US Generation Survey , which surveyed 3,000 full-time workers in white-collar jobs at businesses with at least 5,000 employees, found:

• 92% of workers said company culture impacted their intent to stay with their current employer.
• 38% of workers with children living at home said company culture had a “great deal of impact” on their intent to stay.
• 29% of Gen X workers who plan to leave their jobs in the next year said home office options would motivate them to stay.??

Gen X workers who have kids and family responsibilities are likely to be interested in both flexible work options and positive workplace culture. Highlighting what makes your company culture stand out, and offering flexible work options, can help you attract Gen X candidates.

Tap Into the Potential of Gen X Workers

Gen X workers are typically experienced, driven, and motivated workers. Professionals in this cohort bring leadership and collaboration skills, entrepreneurial traits, and the desire to learn to their positions.

When you’re recruiting Gen X workers, make sure to:

• Explain how a job makes an impact
• Detail how autonomous/collaborative duties are
• Promote learning, development, and leadership training opportunities
• Talk about what makes your company culture strong
• Highlight flexible work options that are offered

If you’re an employer interested in working with Gen X candidates, contact the recruiting team at AccruePartners. We can help your business tap into our talent pipeline to find the professionals you’re looking for.

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