None of us are getting any older, and that has never been more apparent than in the workplace. As GenX and older Millenials begin to get up in age, they’re noticing that their co-workers are starting to get younger and younger. One place that this becomes even more interesting is as it pertains to hiring. Those in the position of hiring new talent, between the Baby Boomer and older Millenial generation, may notice that the process of hiring someone younger than you (and retaining employees) is getting increasingly difficult. Here are some tips to help overcome this challenge and some of the potential pros and cons that come along with it.
The Ego Trip: Hiring Someone Younger Than You
Let’s face it, hiring someone younger than you can be a hit to your ego, especially if they’re interviewing for a role similar to your own or even (GASP!) a supervisory role. It can be upsetting, especially when you know you have more experience in both the job and in life. But, it’s important to remember that at the heart of it, despite qualifications and experience, we’re all just people. We all approach life from our particular point of view and worldview. No two people will have the same life experience, so it’s best to just try to work yourself out of that mindset; put your ego aside and consider the benefits.
Benefits of Hiring Younger Talent
Whether you’re hiring for a corporation or your own small home-based business, there are some benefits to hiring younger talent. First and foremost, younger people are tuned into what is going on in the world. That of course is not to say that you’re not in tune, but the younger generation often has a bit more time to be plugged into social media; that’s where the action happens.
So, this fresh perspective will allow your business to grow exponentially, because you’ll likely be first on the newest trends. Gen Z has also grown up in a digital society; they don’t shy away from technology. This can be beneficial to business. Having tech-savvy employees who embrace technology is a good thing.
The other aspect of hiring younger talent is that they’re not fully jaded by the world. Make no mistake though, they do know what’s going on, they know what our parents did wrong and they’re very vocal about it. But, they have youth on their side; they’re not saddled with mortgages, family obligations, or taking care of aging parents; life hasn’t thrown them as many punches. So, they’re eager to try new things and willing to grow, learn, and share new ideas and perspectives.
Some Cons To Hiring Gen Z
Of course, the younger generation is going to have limited experience, that’s a given. But we can take that limited experience as a benefit if we realize that they’ll likely be more excited about taking ownership and learning.
Introverted Gen Xers and older Millenials may appreciate the fact that the younger generation prefers digital communication rather than face-to-face meetings. So, if you’re all about Zoom, you’re all set. But for those who like to meet in person or prefer having bodies in the office, this can be a challenge. You may have to alter your expectations or you risk losing some great employees. This is one aspect where you’ll just have to play it by ear and figure it out as you go.
Bridging the Generational Gap
So, how do you go about hiring someone younger than you with the least amount of pushback? First and foremost, it’s about ensuring lines of communication are open and expectations are laid out ahead of time. One thing that is important to note, especially when it comes to Gen Z is that fairness matters. Those of us who came of age in the eighties and nineties as difficult as it is to realize it, have a different mindset and for the most part, that era was all “everyone for themselves.” It was a conservative time when getting ahead at any cost was the be-all and end-all.
If you haven’t noticed, things are slowly changing. It’s all about equity, fairness, and doing the right thing. With the “Me Too” movement, those old antiquated men-first ways, are slowly but surely changing. Gen Z is on the right track, but it’s up to us, those who are hiring them, to ensure they are happy at work and stay happy.
One way to do this is to create or change job descriptions. It’s easy enough to tailor a job to an individual employee’s interests. This is a surefire way to ensure they stay engaged and active in their work. Of course, regular job duties are important, but the newer generation is about “change.” They want to feel as though their work matters. So, if you can tailor the job to the employee, you’re already ahead of the game.
Remember We Created This Generation
Mutual respect, inclusivity, and diversity are also key. Don’t be that person who complains about pronouns; respect is first and foremost with Gen Z. It’s funny how all our lives we insisted that we wouldn’t be like our own parents, so we raised our kids to be forward thinkers, up for a challenge. We raised them to question authority and the status quo. And now, when they are trying to assert these qualities that we instilled in them, we push back. We can’t have it both ways. Hiring someone younger than you may be a challenge, but let’s not forget, we created this generation, and we did a fine job of it. They will be the change we need to see in the world.
