In the recruitment industry, as with life, we have traditional and time-honored processes that are effective. So, how are we continually adapting to the changing face of the labour market, and the changes in our economic climate? How should we endeavor to remain at the forefront of the market? How, as recruiters, do we stay at the peak of this strange new world in 2012?
We must understand those we work with, work for, and that work for us. We must better understand our clients and candidates and their differing needs.
In our industry, we have the three generations which we need to understand, each of whom have differing values, beliefs and viewpoints, and each of whom have equal importance in our recruitment lives.
Young people represent new languages and behaviors. Our youngest generation, Generation Y, is positioned at the top of the influence pyramid, influencing those younger than them and older than them. They have more buying power when compared to their parents. Indeed many clients I now work with offer their Gen Y employees time out zones with play stations, pool tables and MTV. Unheard of in my day as a young recruiter!
Managers have told me that generational differences and become increasingly prominent issues in their teams. If we are to be effective as workplace teams, then we need to understand how to manage these issues to create synergistic team performance.
The key is to adapt and take advantage of these differences, rather than letting them be a hindrance. Don’t follow blanket stereotypes. As managers, we must change, rather than attempt to change our staff. As recruiters, it’s up to us to get the best from every client and candidate relationship, regardless of the age of the person.
Perhaps the most important relationship that can be fostered is this - Younger recruiters should look to the experience and wisdom of their senior co-workers, with our older generation looking for a fresh perspective from their younger counterparts.
Recruitment is hard enough. Don’t let generational differences complicate the relationships with your co-workers, clients and candidates. By managing yourself in a generationally diverse workplace, you can draw on each other’s strengths, and develop the understanding that you will need for recruiting these generations. Talk to each other and discover these differences, so you understand both your clients and your candidates.
Remember this - the continual adaption and search to understand our younger and older counterparts is a search that will keep us young, forever.
Be the best you can be