Why You Should Hire a Multigenerational Workforce

A multigenerational workforce can bring in the much-needed variety to organisations.

Many employers today focus their energies on attracting and retaining the best talent in the market. When devising recruitment strategies, employers often tend to focus exclusively on the needs of millennials and on the incentives that will work for them. While the future of work is largely being shaped by the way of millennials– and it is crucial to maintain a prominent percentage of millennial employees in the workforce–there are numerous benefits of hiring a multigenerational workforce.


Related: 3 job interview questions to ask millennials

Related: 4 tips to retain millennial employees


New-age organisations are greatly focused on hiring graduates straight out of college. Millennial candidates certainly bring fresh perspective to the organization, but the danger, then, can be an overdose of one kind of perspective and a limited set of skills. A multigenerational workforce can bring in the much-needed variety to organisations.

Managing a multigenerational workforce has its set of challenges, but there are also several advantages to making this hiring choice.


Garnering diverse skills sets:

Employees across generations are likely to possess and be better at different skills sets. Millennials are more likely to be adept at social media and tech skills, while the older generation is expected to be better at interpersonal and communication skills. The best way to have a variety of skills sets covered in the organization is to hire from across different age groups.


Related: How you can close the skills gap in your team


Catering to a wider audience:

With different skills sets and styles of working, a diverse set of employees can build new and unique ways of interacting with and catering to clients.

Ensuring longevity of the organisation:

Hiring a multigenerational workforce also immunizes your company against becoming obsolete. Older employees can pass on the more traditional work values to the younger employees, and the core vision of the company can be thus preserved. The new-age employees can continually adapt and revive the ways that will keep the company going.


Related: Hiring lessons from the who’s who of business


Enabling mutual mentoring among employees:

More than in just the strict sense of the newer employees learning from the ones that have been around for a while, mentoring is also beneficial in terms of the millennial employees can help the older ones acquire new skills. Mutual mentoring can lend great stability to the organization.

The ratio of younger employees to older ones can be adjusted in keeping with your employer brand, vision and goals.


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