what does a multi-generational workforce actually want in a job offer?

As an employer, it can be difficult to build a strong job offer that meets the needs of candidates from all generations. After all, a multi-generational workforce is at different stages in life, and therefore have different needs, expectations and career goals.

Our research suggests that an average 72 percent of the younger generations expressed satisfaction with the opportunities given by their current employer. On the other hand, 52 percent of millennials prefer working remotely and need flexibility when choosing an employer.

This data supports the reality of a multi-generational workforce with a diversity of thought. For example, younger workers who haven’t started to build a family yet are likely to be more concerned about job growth and building a career. Older workers, on the other hand, are concerned about saving for retirement and losing their job to automation. These differences in life stages will also alter the types of benefits these workers want from their employers.

It's crucial for employers to recognize these differences and incorporate elements from each generation's workplace expectations into their benefits package.

how to build a multi-generational workforce

Building and nurturing a multi-generational workforce starts from creating an inclusive environment that values the unique contributions of every age group. Foster a culture of respect and inclusivity and develop targeted recruitment strategies tailored for every generation of talent your organization possesses.

This article guides you in developing inclusive job descriptions that meet the varied needs of your multi-generational workforce.

create a job offer for gen Z

Generation Z includes workers born between 1997 and 2012. For many, they are just starting their careers and only beginning to understand what types of benefits are valuable to them. From our research, we have identified six specific types of benefits that these younger workers deem important.

basic benefits

Generation Z may not prioritize basic benefits such as health care and retirement planning, but they still anticipate these being part of the job offer.

flexible work schedule

Gen Z workers may not have the same level of responsibilities at home as those from older generations, but that doesn’t stop them from wanting flexible work schedules. It’s not uncommon for workers from this generation to have side projects and hobbies they want to pursue. Having the flexibility to do so is significant to them.

training and career growth

Since these employees are just starting out, it's logical that they prioritize training and growth. They strive to gain experience and skills essential for their career progression.

leadership opportunities

While Gen Z employees don’t anticipate entering leadership roles right away, they do seek clear pathways for promotion. Organizations with comprehensive career advancement programs are particularly appealing to them.

social responsibility

Gen Z employees are arguably the most socially conscious generation to date. This awareness drives many to pursue employers known for their solid commitment to social responsibility.

diversity and equality

Younger employees value diversity and equality both professionally and personally. They are likely to turn down job offers from employers who don't demonstrate a solid record of diversity and inclusion.

create a job offer for millennials

As the largest segment of the workforce, millennials (born 1981-1996) are navigating mid-career challenges while balancing work and family responsibilities. While career growth is crucial, their needs differ significantly from Gen Zers. Our survey identifies five key benefits millennials prioritize in job offers.

basic benefits

The pandemic has brought to light just how essential extra healthcare support is. Millennials, like many of their counterparts, are taking a closer look at the types of basic benefits, such as health care, life insurance and retirement savings, employers offer.

job security

With millions of workers losing their job during the last few years, it only makes sense that Millennials would prioritize job security. However, for these workers, many of whom are also raising a family, the need for a consistent paycheck is paramount.

childcare and workplace flexibility

There’s no denying that many millennials faced the insurmountable challenge of trying to balance work responsibilities with caring for their children when the school shut down. Today, these workers want to know they have extra support, by means of childcare support or workplace flexibility, to handle any of these challenges in the future.

career and skills development

As the largest segment of the workforce, millennials (born 1981-1996) are navigating mid-career challenges while balancing work and family responsibilities. While career growth is crucial, their needs differ significantly from Gen Zers. Our survey identifies five key benefits millennials prioritize in job offers.

diversity and equality

The desire for diversity and equality in the workplace may not be as strong for millennials as it is for those in the Gen Z, but they still consider it an important part of the picture. This is especially true for women, who often feel that they don’t have access to the same opportunities as men.

create a job offer for gen X

Gen X workers, born between 1965 and 1980, are typically the most experienced and skilled employees in the workforce. Many employers rely on these employees to remain loyal to the company and to help train those of the younger generations. The pandemic has underscored the importance of job security and health benefits for this generation, more than ever before.

Our research indicates that the following five benefits are paramount for Gen X workers.

general benefits

Workers from Generation X are extremely particular as to what types of benefits employers offer. Since older workers were more at risk of COVID-19, many of these workers want improved healthcare benefits. They are also concerned about the type of retirement package employers offer.

job security

Given their growing responsibilities, job security is paramount for Gen Xers. Inflation, news of frequent layoffs, and uncertainty have made them wary of job opportunities at financially unstable companies.

health and wellness

Gen X workers don’t just want a benefits package that includes healthcare options. They are also seeking specialty benefits regarding health and wellness, such as gym memberships, mental health counseling and access to financial planning tools.

rewards and recognition

While all employees value recognition, long-term employees who have been with the company for years deserve special acknowledgment. Consider providing financial rewards or bonuses tied to their years of service to demonstrate the company's appreciation for their loyalty and dedication.

family care obligations

Amid balancing work responsibilities and family care disruptions like homeschooling and eldercare, many Gen X workers are prioritizing employers with family care programs, such as paid leave and childcare support.

Mastering the art of attracting diverse generations is a valuable asset for any company aiming to recruit and retain top talent. Adapting your job descriptions and offers to reflect these diverse expectations allows you to attract a diverse range of talent, nurturing a high-performing, multi-generational workforce. Connect with our expert team to discuss strategies for meeting the needs of every generation and creating talent strategies that resonate universally.