Every few decades, a new generation emerges and is thoroughly researched so the world can better understand who they’ll be dealing with as younger employees exit university and enter the workforce. And each generation has incredible value to offer organizations at any stage.

Building a team from all generations is a great way to bolster a company and benefit from over six decades of perspectives, experience and insights. But, with this array of talent comes unique recruiting needs. How do you tailor recruiting efforts to meet generational differences so your company taps into the best traits of each to create a powerhouse brand? Let’s look at some common characteristics of each group to understand how best to recruit them.

Generation X

Gen Xers tend to be champions of independence and self-reliance. Many grew up in homes with two working parents and learned from their example to work hard, as well as to fend for themselves from a young age. Due to this independence and drive, Gen Xers are responsible for some of the world’s top Fortune 500 companies today.

Sixty-six million members strong, Gen Xers I’ve observed value collaboration and self-reliance simultaneously in the workplace, encouraging the two to work hand in hand. Now at the pinnacle of their careers, Generation X is unmatched in their ability to problem-solve and adapt to changes — often being the driving force for much of that progress and big ideas. Gen Xers have a unique ability to influence both the older and younger generations around them, often caring for their baby boomer parents while raising millennial and Gen Z children.

When recruiting Gen Xers, home in on their values, and appeal to their appreciation for growth. Gen Xers tend to be loyal to companies that offer or facilitate opportunities to grow and develop, formally and informally. Tap into their influential abilities by encouraging them to mentor younger team members, perhaps leading training sessions or working one-on-one with millennials and Gen Zers.

As you reach out to them, remember that Gen Xers are heavy social media users, second only to millennials. Utilize these platforms when recruiting Gen Xers and keep in close, efficient contact, as these self-sufficient entrepreneurs don’t enjoy a long wait.

Generation Y

Generation Y, aka millennials, are often characterized by an inability to sit still. Born in the 1980s and ’90s, millennials are typically perceived as highly and increasingly intuitive when it comes to technology. Millennials have been the focus of extensive research and are predicted to surpass baby boomers this year as the largest living adult generation in the U.S. at 73 million strong.

As a large portion of the current talent pool, it’s important to understand millennials’ needs in the workforce. In my experience, they value diversity, flexibility and exploration in their work; millennials want to be part of companies and groups that live their mission statements and actively seek to better the world. They will not settle until they find purpose-driven companies and organizations, placing unparalleled value on corporate social responsibility (CSR).

Take time to develop a thoughtful company culture with an emphasis on positive social impact, even encouraging charitable giving and service opportunities for employees outside the four walls of the office. This will be a big selling point for millennials. Many companies have adopted volunteering programs for their teams. Salesforce, for example, offers its employees seven days of paid volunteer time off (VTO) to encourage them to spend time volunteering how they choose.

Now is the time to streamline your company’s efforts if there are any slow points during the recruiting process. Millennials live fast-paced lifestyles and are eager for new opportunities, so be sure to contact them quickly. Often, contacting millennials by call or text message is the fastest way to keep momentum throughout the recruiting process.

Generation Z

When you think of Generation Z, you probably picture a group of high school freshmen, but in reality, with older millennials in their 30s, the oldest in Gen Z are now graduating college and entering the workforce. Often characterized by their smartphones and social media, Generation Z, aka iGens, consists of those born in or after 1997. By next year, Gen Z will be well-represented in the U.S. workforce.

Как быть Леди:  71 фотография из жизни Альберта Эйнштейна / Хабр

IGens are effortlessly fluent in technology and crave information on demand. While similar to millennials, Gen Z’s ability to intake content is unmatched by any other group preceding them, because they have never lived a day without a 24-hour news cycle. Because most of them have constant access to real-time news and all the blunt details surrounding every story, they have an interesting, honest-to-a-fault view on the world — not pessimistic, but certainly not rose-colored. They are entering the workforce with a generally more liberal set of beliefs and an openness to emerging social trends. Just like their devices, iGens tend to multitask well and expect personalization on all fronts.

When targeting iGens in recruiting efforts, take every opportunity to personalize communication with them. Use mobile, social media and other fast-paced communication platforms to spark interest from this generation. When surveyed, 29% of iGens responded that an empowering work culture would entice them to stay with a company for more than three years. Highlight your company’s ability to empower new talent and help them thrive in their position.

IGens also hold CSR and social good in high regard. Be optimistic when sharing your company values and goals with iGens, but remember to keep messaging honest and straightforward, as they can quickly see through exaggerated language. As a general rule, communicate frequently and promptly to retain interest and emphasize opportunities for ongoing learning and growth.

Talent acquisition and recruiting is evolving, and each generation comes with its own unique needs and desires. Understanding what makes job seekers from every generation tick will help you find the right candidates and a diverse talent mix for your company.