Developing a human resources (HR) strategy that satisfies the needs and preferences of all generations can be a challenging task.

To satisfy and to attract the talent from various generations at workplace, you need to incorporate few nuances into your talent acquisition strategy.

Baby Boomers

• These are the oldest generation in the workforce and are eligible for retirement
• They tend to have a strong work ethic and have valuable experience upon which they can draw
• Some are cutting down on their hours or pursuing passion work in these later years of their life

Generation X

• This is the first generation that did not achieve the financial success of their parents.
• They have an entrepreneurial spirit and a resiliency, which likely came from living through harrowing events like 9/11, the Great Recession, the pandemic, and various wars.
• They are digitally capable and can often serve as a bridge between Baby Boomers and Millennials.

Millennials

• Value work-life balance and value benefits that can help them maintain financial security
• Don’t want to define themselves by their work the way Boomers did
• Remote work fits in well with their lifestyle because of the convenience it affords
• Want to find the meaning in their work

Generation Z

• These workers are facing struggles because their careers are starting amid the pandemic and a time of great change in the workplace.
• They want to find jobs that give them a higher purpose and are looking for customized learning experiences and employers who show empathy and care about their individual career progression
• Gen Z expects their bosses to support causes, like diversity, equity, and inclusion, which move them

However, there are some general principles that you can follow to create a HR strategy that is inclusive and effective for employees of all ages:

1. Conduct a needs assessment: Determine the needs and preferences of each generation by gathering feedback from employees and analyzing data on employee demographics, engagement, and retention.

2. Offer a range of benefits and perks: Offer a range of benefits and perks that appeal to different generations, such as flexible work schedules, telecommuting options, professional development opportunities, and health and wellness programs.

3. Foster a culture of inclusivity: Create a culture that values diversity and inclusivity, and promotes respect and understanding among employees of all ages.

4. Encourage open communication: Encourage open communication and transparency, and make sure that all employees have the opportunity to share their ideas and concerns.

5. Provide opportunities for growth and development: Offer opportunities for employees to grow and develop their skills, including training and mentorship programs.

6. Promote work-life balance: Encourage a healthy work-life balance, and provide support for employees who need to manage caregiving responsibilities or other personal commitments.

By following these principles, you can create a HR strategy that meets the needs of all generations and helps to build a strong and inclusive workforce. However, HR leaders must be careful not to generalize too much

Warren Buffett said – “The Three Things I Look For in a Person – Integrity, Intelligence & Energy”.

Most of us would agree BUT the big challenge is to find out these in an interview or when you meet someone in a limited time.

Below are my thoughts:

Intelligence.

There are a thousand ways to define intelligence – I would define intelligence as the ability to Day Dream, Listen and Appreciate different points of view, Ask without hesitation, Adapt, Compromise, Team approach, Solve, Innovate, Decide, and Act.

Energy

Again there are many ways to judge energy – I would define energy as the ability to be: Confident, Appreciate & Motivate others, Think and talk positive, Curiosity and questions, Easy going, Positive approach, Action-oriented and consistent.

Integrity

This is most difficult to judge. To me, integrity means having a consistent character, keeping promises, being on time, accepting your mistakes, dealing positively, and learning from failures – even when there is pressure or incentive to compromise.

Of course – Aptitude & Psychometric tests and Reference checks help a lot in verifying and deep-diving & correcting your understanding during the interview.

What are your thoughts on this?

Dear Recruiters, HR managers, Hiring managers, Business leaders…

Are you aware that the Candidate Experience you are delivering during the Talent Acquisition process is permanently damaging your Employer Brand and your Personal Brand?

Willingly or unwillingly everyone in talent acquisition is guilty of delivering a bad candidate experience many times and land up damaging your Employer/Personal brand permanently.

And now it is all the more challenging in these challenging times..

Yes, right now the demand-supply is on the other side – there are lesser jobs and overflow candidates – and to deliver a better candidate experience in such situation is all the more important and challenging.

Lack of response. Process delays. Bad Interview experience. Bad or no communication. Unreasonable salary negotiations. Offers renegotiated/withdrawn. and much more…

But don’t forget this situation will not remain the same for lifetime – the tide will change and the demand-supply will reverse – also Good talent is always in demand.

While you are assessing the candidate – the candidate is also assessing you – and making permanent perceptions on your Employer Brand and Personal Brand.

You will need and meet the same talent again in coming years and then the talent won’t be interested in your brand.

Please try your best to deliver the best Candidate experience.

And it takes simple steps like respecting their time, listening, responding, informing, providing feedback and coaching.

Be responsive, professional & empathetic – especially during these difficult times.

Also please note – you are not doing a favor to the candidate by delivering a good experience – this makes a great business sense – Delivering Great Candidate Experience is your smartest Investment.