Hiring Generation X & Y

As Baby Boomers retire, the workplace begins filling with Generation X and Y. What is interesting about this migration is that most Boomers are facing their successors during the hiring process and cannot begin to fathom that these kids will be half as capable. This gap is usually seen more in Gen Y (kids born after 1980), or better known as the Entitlement Generation. You all know who I'm talking about. These are the kids who look you in the eye and tell you what they want and expect it NOW. Boomers have a tough time dealing with this attitude because the "worked for everything I ever got in my life." That is a whole different article, however. Gen X-ers are a little more understood by Boomers because they still work hard, have pride in what they do, but go about things in a more streamlined process by using technology to their advantage. Fortunately, X-ers cross the Boomer lines because they learned on the Dewey Decimal system, actually used a type writer, learned to write/type letters without 'spell check', and are technologically savvy as well.

This aside, there are differences that Gen X and Y share in the workplace. They share the value in time away from the office although a great deal of effort it put into their work. Boomers do not always recognize the effort made though mistaking the importance of time away from work as slacking. Younger generations also look for opportunities where they can grow their skill set without sacrificing other areas of their life. As a matter of fact, many Xs & Ys may choose not to take a lucrative or promising position if they see major sacrifice and lack of support, tools, or technology. These generations are clear in their search for positions that the reward or benefit of accepting a position must outweigh perceived imbalance or cost. To that end, Gen X & Y do not prescribe to the same kind of loyalty that Boomers had in the past.

Typically, Boomers started with a company, moved up the ladder, and reaped the benefits of loyalty; whereas Gen X & Y do not seem to have these kinds of consistent opportunities to pursue. X & Y are looking for skills paths to follow and want to understand and know what skills are needed in order to be successful. More than likely, these groups will train and retrain in order to grasp new skill sets, thus making themselves more valuable, marketable, and competitive in the workforce. Always with technology at hand, Gen X & Y keep an eye out for other opportunities that may not require the kind of loyalty of years past.

The preferred management structure for Gen X & Y is more horizontal than vertical in nature. They like having responsibilities and don't seem to care about their title. Many care about personal skill development and value the manager-employee relationship. Viewing management as a guide, Gen X & Y may decide on joining a company based upon the first impression of management. Here is an important note - hiring managers must be able to connect with these generations on a personal level during the interview process in order to be considered as a potential employer. The interview process is actually a two-way street now, where before, potential employees were there to impress the company. On a more positive note, however, technology allows Gen X & Y to have access to information quicker and requires a faster processing of this information to strategize company moves, understanding markets, and keep their minds sharp. Beware that strong candidates may pass on a job opportunity if a Gen X or Y believe that the information available to them via internet or other method seems shallow or out of place.

Gen X is ascending the management ladder as Boomers walk out the door. Over the next five years a significant shift will be seen from the Boomer approach to a more progressive method. Gen X-ers will be hiring Gen Y-ers and companies will need to make more shifts. It's important for companies to figure these generations out or at least develop hiring methods that are attractive to the next workforce generation. You can't run a business if you don't have the manpower to do it.