Talented Gen Xers are looking for jobs. With some Boomers hanging on past retirement age and Gen Y working for less money, middle management roles tend to be filled by Gen X (and are also the easiest for financially strapped companies to cut). And even if they are currently employed, Gen X is known for changing jobs frequently, so they have their eyes and ears open.
Generation X is experienced and have a lot of years left in the workforce, two things that make them ideal candidates for you. Do you know how to reach them?
Gen Xers are known for going against the grain so think about creating and communicating a work culture that allows Xers to go their own way. Present work/life balance and flexibility in how and where they do their work. Consider including things like telecommuting options for flex time.
Known as the “Latchkey Kids,” Gen X is very independent. Create positions that offer them growth and control over their own career paths. Companies that encourage growth and providing training and leadership development are great for Generation X.
Gen Xers are also feeling the squeeze. With Boomers taking longer to retire and Gen Y eager for opportunities to advance, Xers feel like they will be forgotten in the shuffle. Appeal to this generation by showing them that they will have room to advance with you by including networking opportunities and a clear focus on developing skills.
Gen X makes up just 19% of the current workforce, making it the smallest generation in the workforce. However, Gen X should not be forgotten when you are looking to recruit (or develop) talent. As the Boomers and Veterans retire, Gen X will be the majority makeup of the workforce. This generation is efficient and developing their talent and nurturing their skills now will set you up for future success in your organization.
Gen X is eager for leadership roles but only 5% of companies tailor their recruiting efforts to a multigenerational workforce, including Gen X. Don’t follow the crowd; let’s make sure you’re in that 5%.
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