Recruiters may interact with candidates of any generation, from Gen Zers to baby boomers, on any given day — and each cohort brings its own preferences and expectations to the table.

While it’s important not to rely too heavily on generational stereotypes, recognizing common trends within each demographic can help recruiters build stronger connections. So, how can today’s staffing professionals strike a balance?

Here are ways recruiters can effectively engage with every generation in the workforce:

1. Tailor communications. One of the first things recruiters should ask candidates is, “How would you like to communicate?”

Generally, younger generations want to text or video chat, and they tend to use casual language. Older generations usually want to talk over the phone or meet in person and are more accustomed to a formal tone.

Picking a communication style that best suits each candidate will help them feel more comfortable. In turn, they may be more engaged in conversations about their past work history, qualifications and what they’re looking for, giving recruiters more data to work with.

2. Be aware of generational differences. Knowing how employees in each generation tend to work can help recruiters refine discovery calls. For instance, asking about a millennial’s ambitions may be important since this generation often wants to connect work to their personal passions.

If a recruiter is speaking with a Gen Z candidate, on the other hand, they may ask about ideal working hours, knowing that Gen Zers may choose flexible schedules over higher pay. This line of questioning could lead to discussing work flexibility, remote opportunities, and nontraditional employee benefits — other perks Gen Z often prefers.

Also important: Is the assignment estimated to be short- or long-term project-based? Or contract-to-hire? Gen Z may be more likely to embrace short-term assignments to gain experience while a Gen X candidate may want the stability of a permanent role, or a contract opportunity expected to convert. These data points can help the recruiter narrow their search.

3. Keep an open mind. While generalizations about each demographic may be true in some cases, no two baby boomers or Gen X employees are the same. Modern recruiters must be skilled at tailoring their conversations to their candidates’ unique needs.

Say a Gen Z candidate reveals that, unlike their peers, they’re highly money motivated. In that case, the recruiter can pivot to a conversation about compensation and immediately begin sourcing jobs that fit the candidate’s desired pay range.

4. Think of candidates as clients, not numbers. Taking a one-size-fits-all approach can result in a bad match that jeopardizes the candidate’s future, wastes the employer’s time and negatively impacts the staffing firm.

Instead, recruiters should approach each candidate as a coveted client. They should use what they know about the candidate’s generation, work experience and other preferences to personalize their search, customize resume and LinkedIn recommendations, and prepare the candidate for interviews. Together, this leads to a better experience for every party involved.

5. Assume the role of a manager. Though some external and contract workers receive feedback directly from the client, many don’t. For that reason, recruiters must understand the generational desire for feedback and serve the function that a manager would for permanent employees.

Not every individual will fit these molds, but broadly speaking:

• Millennials and Gen Zers crave continuous feedback and are curious about the “why” behind what they’re asked to do and why they’re doing it. These folks won’t feel engaged if you’re not regularly providing feedback (even if it’s small).
• Gen Xers and baby boomers are familiar with annual or semi-annual reviews that cover every aspect of their performance. If there is an issue, they refer back to this documentation — if something isn’t listed, it never happened. Conducting a thorough review can deepen trust between a recruiter and their candidates, ultimately leading to better placements.

By understanding generational differences and approaching each conversation with empathy, not only  can recruiters fill positions faster and more effectively but foster long-term professional growth and satisfaction — across the generational spectrum.