Are You Too Hip? Too Old? Too Stale? Too Bold?

Posted in Recruiting

 

Job postings not attracting the right kind of talent?

 

Maybe they're not reflecting what candidates really want. As you probably know, each generation within our workforce has a unique set of skills, values, perceptions and desires. Baby Boomers and Millennials, for example, are quite different in terms of what they want at work:

 

What Boomers Want

Born between 1946 and 1964, Baby Boomers are loyal, value recognition in the workplace, and are accustomed to the top-down management style that dominated decades past. Having grown up before the dawn of the internet, they typically prefer face-to-face communication.

 

What do Boomers want in the workplace?

 

  • Management that provides clear rules and expectations.
  • In-person meetings and collaboration.
  • Stability.
  • Opportunities to share their knowledge and mentor less-experienced workers.

What Millennials Want

Born between the early 1980s and the early 2000s, "Generation Y" has grown up with mobile technology, social media and financial instability caused by the Great Recession. Not surprisingly, Millennials value flexibility and are exceptionally tolerant of change.

 

What do Millennials want in the workplace?

 

  • Management that provides timely feedback and transparency.
  • Flex work options, such as compressed work weeks, flexible start/stop times and opportunities for telework.
  • The latest technology.
  • Clear career paths with opportunities for growth.
  • A flat work environment (i.e., a company that values ideas as opposed to hierarchy).
  • Clarity on how their jobs impact the organization and the community.

No matter which generation you are trying to attract, use these tips to ensure your job descriptions appeal to your audience (and aren't too hip, stale or bold):

 

Use Relevant Keywords. No matter where you post your jobs, candidates will either scan descriptions visually or use keyword searches to determine suitability. Incorporate industry-specific and position-specific keywords throughout the posting, so readers can easily self-select in or out.

 

Highlight Flexibility. As Boomers continue to delay retirement, time-off will become increasingly important to this generation. And while younger workers value flexibility for different reasons (namely, the work/life satisfaction it promotes), it's still a key benefit that attracts candidates of all ages.

 

Adequately – and Succinctly – Describe the Role. Logically, the higher the quality of information you put into your job descriptions, the higher the quality of candidates your postings will yield. But you can't expect a savvy job seeker to invest more than a minute or two reading your job requirements. While there is no "right" length for a job description, keep the copy descriptive, information-packed and as brief as possible.

 

Sell the Opportunity. The best candidates aren't just looking for a job; they're looking for a great job – with a great employer! Actively promote the upsides of the position and your organization, including the cultural benefits you offer and the reasons the job is a good career move.

 

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