Recruiting candidates who come from different generations means having a multi-generational team. Since the retirement age is always increasing, the age diversity in the current workforce is the widest it's ever been. Companies can have up to 5 different generations working together:

• Silent generation (Traditionalists): 1928-1945
• Baby boomers: 1946-1964
• Generation X: 1965-1980
• Generation Y (Millennials): 1981-1996
• Generation Z: 1997-2012

Companies should aim for an equal number of employees from each generation. The secret to having a successful multi-generational team is to tap into each generation's potential and avoid generational bias. The recruitment team at GCS Malta outline 9 benefits of recruiting a multi-generational team.

1. Offers a broader talent pipeline to recruit from

Embracing different generations into your workplace provides a competitive advantage in the recruiting market. If you widen your recruiting efforts to recruit employees of all ages, this automatically widens the talent pool to recruit from. Having a multi-generational team provides you with the best scenario: a group that excels in experience and another excelling in innovation.

2. Boosts productivity, creativity & innovation

While some studies claim that the older generation is more productive than the younger generation, having a mix of generations will boost productivity levels for everyone. Different generations make for great collaboration since each generation comes with its strengths. This also inspires creativity and innovation in the workplace since the elder group can share their insights and experience while the younger group can offer a more current approach.

3. Creates a mentorship platform

While the obvious choice is to let the elder group mentor the newer generations, having cross-generational mentoring would be the better choice. On average, elder groups struggle more with technology, while younger groups lack experience. A multi-generational workforce allows you to create a mentorship system involving loads of employees, regardless of age. By training internally, you can also decrease your turnover rate.

4. Aids succession planning

Succession planning refers to companies' strategies to pass leadership roles down between employees. Having a multi-generational team makes succession planning much easier since you have a wider range of ages with different strengths.

5. Improves company culture

Fostering a great company culture is crucial to retaining employees and attracting top talent candidates since having a great culture leads to more employee satisfaction and engagement. In addition, having a diverse workforce improves the company culture since it reduces the chances of having a dull environment.

6. Influences your brand

Job seekers will search for your company and determine whether they are the right fit. Therefore, companies should aim to cater to various generations on their websites and socials to maintain a multi-generational workforce. For example, the older generation would most likely be put off by a technology-focused culture.

7. Provides a better pool for decision-making

Having different generations work for you means getting information from various sources with different perspectives. The older generations will provide you with experienced responses, while the younger ones will offer a new fresh perspective.

8. Increases your revenue

Having an equal number of employees from different generations can help achieve higher revenue. For example, a 2018 BCG report stated that a more diverse leadership leads to companies having higher revenue.

Why GCS Malta?

At GCS Malta, our team of professional recruiters offer quick and cost-effective company recruitment services. Check out our vacancies and contact us today for more information.

Article by Sarah Jane Gauci