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HOW TO... recruit Generation X
It has been a rough economic ride for most in the past few years and the so-called "Generation X" has been no exception. Many in their late teens and 20s found themselves out of jobs and forced to rethink their career decisions when the tech boom went bust. Fortunately for this generation, a job loss is not as traumatic as it may have been for their parents, many of whom strove to build their careers and loyalty within one company. For employers, however, getting hundreds of applications for one position can be daunting. Colin Merrick, director of human resources and practices operations, Western Canada, for Deloitte Consulting (soon to be Braxton) recalls receiving hundreds of applications overnight when an administrative job was posted on the company's Web site. In cases such as these, Merrick suggests bringing in a consultant when necessary to cut down on time spent weeding through resumÈs. "Ninety per cent of candidates show the same skills on paper," he explains, adding that going through resumÈs is not a great use of a manager's time. To successfully recruit employees from this demographic, it's important to first understand their frame of reference. For example, as one recruitment firm puts it in a recent report on the subject, "Gen Xers usually have a skeptical outlook and a balanced work ethic, are unimpressed with titles, seek competence in leadership, are reluctant to commit and prefer self-reliance. They are quite self-sufficient, often coming from families where dual incomes or single parenting were quite common. They learned early on how to fend for themselves and manage money." Merrick agrees that hiring people in the 22-to-42 age group requires an understanding of what is and isn't important to them. "For Generation X, authority in an organization needs to be earned -- it doesn't come with a title, which was the old management style," said Merrick. "They tend to be creative, have entrepreneurial spirits and look outside the box." Unfortunately, in tough economic times, the flexible, creative, communicative environments favourable to Gen Xers often come under fire. Merrick cautions companies against reverting to conservative practices as a result of an economic downturn. "In tight times, there is a tendency to pull into a more traditional management style," he said. He encourages employers to be honest about their current situations with during interviews with candidates. "We are brutally honest with our candidates," he said. "We make sure they understand that the consulting industry has gone through tough times and as a result, [incentives such as large bonuses] are not what they were three years ago." For many Gen Xers, though, money isn't the sole reason to take a job. "The idea of job security and dues-paying is an obsolete concept," said Merrick. "Gen Xers don't expect organizations to be particularly parental. The biggest challenge is to maintain an environment that stimulates the key attributes Gen Xers are looking for." Above all, said Merrick, do what you can to understand this generation's needs and create a workplace that addresses those needs. "Often, these needs aren't excessive. They are looking for opportunities to learn new skills, to build relationships, to be challenged and to be rewarded." Merrick added that Gen Xers grew up in a fast-paced environment, and are looking for the same environment in the work place. The following are some tips for creating a Gen-X-friendly environment: How to... |
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Use
flex time if possible, establishing core hours with flex hours on
either side. 
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