Recruiting Baby Boomers: top tips for recruiters

Posted by Adapt Newsroom | May 18, 2017 |
Share on FacebookTweet about this on TwitterShare on LinkedInGoogle+

Recruiting Baby BoomersWho are Baby Boomers?

Born up to 1964, Baby Boomers are the oldest generation currently in the workforce – and, with the national retirement age pushed back to 67, many will still be in the workforce for another decade or so. However, while job expectations, and how job responsibilities are fulfilled, are changing due to technology altering the way we do things; Baby Boomers have the most experience and expertise of all the generations – putting them in an excellent position to provide consultative services to businesses and new employees.

In this blog, we will explore the preferences and expectations of Baby Boomers, as well as the best approach to placing Baby Boomers into future job roles.

Work benefits are a priority

Compared to Millennials and Gen Z, Baby Boomers have a different set of concerns. While all generations would like a healthy work/life balance, Baby Boomers are more focused on work benefits and an easier commute. They would ideally like to be situated near to a job role. As for work benefits, annual leave entitlement and part-time working options are the specifics they would look for. With these preferences in mind, when recruiting Baby Boomers, recruiters should try to offer a variety of flexible working options, local to their Baby Boomer candidates.

Mentoring opportunities are perfect

As the most experienced generation in the workplace, Baby Boomers have accumulated a wealth of expertise and knowledge – all of which they can pass on to younger generations. While the working environment has changed and has been transformed by technology, the knowledge Baby Boomers possess of business activities, processes, professional development and efficiency is invaluable. Any organisation looking to plug the gaps in their operations and get employees up to speed with work culture would benefit tremendously from the experience of a Baby Boomer. Recruiters should work with clients to identify opportunities for Baby Boomers to mentor Gen Zs and/or Millennials. Tailored job roles and part-time opportunities would be most attractive to Baby Boomers.

Technology is fine, but traditional methods work best

Just like Generation X, Baby Boomers will have watched technology transform the workplace. And, while they do not possess the digital aptitude of Millennials and Generation Z, they have mostly embraced new technology and do their absolute best to familiarise themselves with it. But even though they have embraced technology, it is less likely that they will use digital channels such as social media to find their next job opportunity.

Overall, in terms of engaging with Baby Boomers in the workforce, traditional methods still fare best with this generation. Baby Boomers, generally, are far more receptive to face-to-face meetings and phone calls when interacting with recruiters, although they will also use online job boards and LinkedIn for a job search if necessary.

If you want to learn more about attracting and recruiting multi-generational candidates, download our free eBook.

Category: Recruitment

Interested in reading more great posts from Bond? You can subscribe here, or vist Adapt Newsroom's author page.



10 Steps to Selecting Recruitment Software

It's no easy task to select staffing software for your agency. Make it easier with this paper outlining 10 steps to pick out the right software solution so you can drive your business' profitability.

Download Now >

The Changing Face of UK Recruitment

Our market research report looks at how candidates approach a job change, the subsequent impact on the recruitment industry and the value of specialist job sites. Download to gain an insight into how attitudes towards job searches are evolving.

Download Now >

EnglishUSAAustraliaChinaJapanSingapore