Targeting through hiring language
WIth different generations wanting different things, its important for employers to target desired candidates through tailoring, according to Nita Chhinzer, Associate Professor of Leadership & Organizational Management at the University of Guelph.
This starts with the hiring process where different language “results in different signals” from potential candidates. For instance, emphasizing “leadership” might suggest a power imbalance and alienate candidates who want equality. Similarly, describing a role as one for someone “not willing to quit until the job is done” may discourage applicants who prioritize work-life balance, causing them to “self-select out,” she explains.
“I definitely recommend tailoring the job ad to the group you’re looking for,” Chhinzer says.
The job description should remain static, outlining the skills and competencies required, but the job ad is where employers can get specific.
“If you’re looking for someone who’s more experienced, talk about things like continual learning opportunities or potentially what the retirement package looks like,” she says. “But if you’re looking for someone who’s perhaps a little bit more fluid with their career, you would want to talk about opportunities for internal movement, opportunities for flex time and vacation because those things matter to that population.”