Recruiting the Next Generation of Facilities Management Leadership in Higher Education
With a significant portion of our skilled professionals and leaders nearing retirement and fewer young talents stepping in, developing and implementing strategic recruitment initiatives will be a critical success factor for the future.
Understanding current demographic shifts is crucial for developing effective recruitment strategies.
- By 2030, Millennials and Gen Z are expected to make up most of the workforce (Johns Hopkins.)
- The retirement of Baby Boomers is contributing to a forever labor shortage. (The Insider.)
Qualified and interested applicants will be harder to find and in all likelihood come from a different generation than the individual they are replacing. Understanding generational nuances is crucial for effective recruitment and retention strategies. Each generation brings distinct values, communication styles, and motivators to the table.
Source: Generational Mindsets. SIR Institute for Tomorrow. SIRhq.com
Do your best to understand how generational diversity impacts the recruitment and interview process, and what you can do to ensure your organization attracts and retains the best candidates from all age groups. For Gen X – Gen Z:
- Know yourself and your Interview/Search Committee. Guard against unconscious bias.
- In advertisements and interviews stress:
- Meaningful Work: Highlight the impact of the role to the organization and community.
- Growth Opportunities: Emphasize career development programs and paths for advancement.
- Workplace Culture: Showcase a supportive, inclusive, and dynamic work environment.
- Benefit Package: In addition to standard benefits can you offer student loan repayment assistance, mental health programs, more liberal parental leave, flex hours?
Tailoring your communication and interview approach to match the communication styles and values of different generations can significantly enhance the candidate experience. Here is an overview of generational communication styles and values:
- Baby Boomers: Prefer phone calls, face to face interviews/meetings, value tradition and loyalty, and are team oriented.
- Gen X: Communicate via email and text, prioritize work-life balance and responsibility.
- Millennials: Use text and social media, seek variety and a sense of being heard.
- Gen Z: Native to mobile devices and FaceTime, value compensation and diversity.
An inclusive recruitment process requires assessing whether current requirements are screening people in or out. For instance, consider the necessity of certain non-essential certifications or arbitrary years of experience, which might exclude talented individuals who possess the needed skills but lack formal credentials.
Unconscious biases can significantly impact recruitment. Common biases include assumptions about job stability based on frequent job changes, specific work experience, work ethic and retirement plans based on age, and the ability to offer growth based on perceived candidate needs.
We should embrace generational diversity in the workforce because it brings a wealth of fresh perspectives and skills, but it is essential to tailor recruitment and interview processes appealing to all age groups. Organizations can create more inclusive and effective recruitment strategies by understanding the unique values and communication styles of different generations. Embracing these practices attracts top talent and fosters a dynamic and innovative workplace poised for future success.