Workplace Trends for Job Candidates

Gen Xers and Millennials make up a large majority of possible employees. Do you understand their wants and needs? That can be a loaded question, with job seekers having dozens of different skills, attitudes and personality traits. The majority of today’s job seekers also cover two large demographic groups: Generation X, born between 1965 and 1984, and Millennials, born between 1985 and the early 2000s. Both of these generations have generalized qualities, characteristics and values. Completely understanding them would take far too much time, as generational scientists will tell you. However, as they make up a large majority of your candidate pool, you need to understand what each is looking for in a workplace.

Chance to Lead- Millennials want to know they have a chance to be part of leadership, whether that’s being in a formal leadership position within the company or leading sub-teams or committees. Gen Xers also want a chance to lead, but would rather feel that they have earned it. 

Honesty and Transparency- both Millennials and Generation X value honesty and transparency. Each generation has dealt with numerous large, public scandals, and prefer that business is done out in the open. 

Flexible Hours- both generations are in favor of flexible work hours, but for different reasons. Millennials want to work when they want, often at hours outside of the nine to five and remotely. On the other hand, Gen Xers favor flexible work hours because of their commitment to their families, kids and their activities. 

A Chance to Do Good in the World- a huge part of Millennials’ identity as a generation is their connection to local and global issues. While Millennials want to find immediate ways for change, Generation X are looking for long-term ways to fix social issues. In the end, both generations want to use their skills for bettering the world.

Coach and Mentor vs. Boss- this particularly applies to Millennials. Their views of bosses tend to be negative, as culture and media depict “the boss” as a harsh micro-manager. They will appreciate someone who helps them grow through feedback. 

Collaborative Work Culture- Gen Xers value loyalty to the team, and Millennials favor environments where teamwork is the norm. They both also favor promotions and rewards based on performance, not seniority. 

Work-Life Balance/Integration- just like flexible work hours, Millennials and Generation X both crave a work-life balance or integration, but for different reasons. Gen Xers want to be sure they have the time to spend with their families, while Millennials want time to pursue their passions that may or may not relate to their work. Again, while these are more generalized trends, they do have a foundation to their importance. When looking at ways to recruit both Gen Xers and Millennials, it is important to understand by asking. Do as much research as you can to learn what each generation wants and expects, and you may find yourself creating a workplace that gives each what it needs to be productive employees.