How different generations apply for jobs (and what you can do about it)

The job market is continuously evolving, and with each new generation, the expectations and preferences of job applicants also change. From a handwritten cover letter to a TikTok resume- the way talent presents itself and applies for jobs depends heavily on the era in which a person grew up.

For employers, this means that one standard approach no longer works. Baby boomers value a formal and structured process, while Gen Z expects speed and flexibility above all else. By understanding these differences, employers can respond to the needs of each generation and attract and retain talent more effectively. Wondering how the different generations apply for jobs and how you can respond? We put it all together for you!

Generations in the labor market: a world of difference

Of course, everyone is different and no generation can be placed in one box. Yet you can see certain patterns in how different groups deal with applying and working. The job market is constantly changing, and each generation brings with it new norms and expectations. Where baby boomers value security and loyalty, millennials look for flexibility and meaningful work. Gen Z takes that a step further with its demand for speed and transparency. By understanding these differences, you as an employer can adjust your recruitment strategy accordingly and attract and retain talent more effectively.

• Baby boomers (1946-1964)
  For baby boomers, applying for a job began by sifting through newspaper ads and making phone calls. A cover letter was carefully typed out and sent by mail. Many people from this generation value stability, personal conversations and a clear hierarchy within a company. They often remain loyal to an employer for years. If you want to appeal to this generation, make sure you have a clear application process with personal conversations and clear opportunities for growth. 
  
  
• Generation X (1965-1980)
  This generation entered the job market during a period of economic uncertainty and had to work hard to get a job. Therefore, many of them appreciate an efficient process, transparent communication and a good work-life balance. To attract this generation, it is important to be to the point. Clarify salary, benefits, and opportunities for advancement 
  
  
• Millennials (1981-1996)
  Millennials grew up with technology and an optimistic view of career opportunities. They look for work that fits their passion and in which they can develop. Platforms such as LinkedIn play a big role in their search for the right employer. Employer branding is key if you want to appeal to this generation. Provide a strong online presence and offer flexibility, hybrid working and growth opportunities. 
  
  
• Generation Z (1997-2012)
  Gen Z is growing up in a tight job market and expects a job application process that is fast, accessible and clear. Applying for a job via WhatsApp or TikTok? No problem. They are looking for employers that align with their values and are socially responsible. Want to appeal to this generation? Then make applying easy with short video interviews or a chatbot. Show what your company stands for and how it contributes to society. 

How do you attract the right generation?

Whether you're looking for an experienced professional or want to attract a young professional, understanding generational differences helps you make the right match faster.

Curious about how we make talent acquisition easier? Get in touch and discover our candidates!