Generational Hiring in the Tech Space

We are currently experiencing four generations working together and figuring out how to achieve harmony across each age gap. Each generation has its merits to contribute to the tech industry. If utilized effectively, a company can achieve great innovation from the feedback of those who have decades of experience and those who have a modern perspective. 

Baby Boomers

Born between 1945 and 1964

It is a given that Baby Boomers have been in the workforce the longest, and as a result, they are the wealthiest generation. There is a common misconception that Baby Boomers lack technological literacy, but statistics refute that claim as more than 60% own a smart phone or laptop. With their valuable knowledge and expertise being witnesses to every tech trend to date, hiring a Baby Boomer can give your company the strong backbone it needs to withstand the tests of time. Baby Boomers should be viewed with respect for their resilience in this competitive field, so compensating them with adequate pay and benefits will greatly benefit your tech company.

Generation X (Gen Xers)

Born between 1965 and 1979

Gen Xers are now reaching a middle point in their careers, but are facing a major obstacle in job advancement. Though they account for 51% of leadership roles globally, it takes Gen Xers more time to reach points of promotion in comparison to Millennials and Baby Boomers. Additionally, Gen Xers are just as technologically literate as Millennials and have more leadership qualities and experience. It would be wise for you to consider promoting the Gen Xers in your company who have a lot of knowledge instead of searching for new talent to fill higher-level positions. With the projected job growth, it is wise to secure a strong foundation with skilled leaders to manage the incoming young tech professionals. 

Generation Y (Millennials)

Born between 1980 and 1994

Millennials are rapidly supplying the increase of tech jobs, and are the largest population to occupy the global workforce. The values they uphold are shaping modern company culture and ethics, as there is less focus on productivity and a greater emphasis on personal growth. The media has painted Millennials as elusive employees unable to stay at one company, but that is not the reality. Millennials are now graduating from entry-level positions and are seeking job stability – just like Gen Xers and Baby Boomers. Millennials are able to adapt to new technologies quicker and are more people-driven, which can be useful for tech companies who need a fresh perspective on improving technology. 

Generation Z (Gen Zers, Centennials)

Born between 1995 and 2010

Gen Zers are raised technologically fluent in contrast to Millennials that grew with the rise of technology. The distinction is crucial in understanding how Gen Zers view the world as digital natives. They have been looked down upon for being constantly plugged in a virtual world, but older generations fail to acknowledge that our world is inevitably shifting to a more digital reality. Actually, Gen Zers use technology as a way to obtain information to stay informed about not only their friends and family, but also about the past, present, and future. They are fearless because they learn from older generations’ trials and errors to avoid making the same mistake. With a strong sense of self and fluency in technology, companies are learning how to engage with Gen Zers in the workplace. It’s actually quite simple: follow their lead and embrace the integration of technology in our everyday lives.

Taking all of these generations and their nuances into account, how to you get them to work harmoniously together? At ISC Resources, we’re experts at identifying the perfect match for your organization. Learn how we can provide a vetted pool of qualified candidates that will seamlessly fulfill your needs. Let’s talk today.