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Businesswoman Catriona Pollard has recruited staff in the past six months from the three generations that make up most of today’s workforce: baby boomers, generation X and generation Y.

Pollard, who runs North Sydney public relations firm CP Communications, found one recruitment strategy does not fit all.

“The job application process needs to be different for each generation," she says. “Each role description needs to create an affinity with what each generation is looking for.’’ According to Kylie Barrington, general manager of recruitment firm Select Telersources, each generation has very different expectations, challenging employers to adapt.

The youngest group, generation Y, is those born between 1976 to 1991. Social researcher Mark McCrindle calls them an “empowered generation".

“They’ve really been a part of a golden half century," he says. “They haven’t really known a recession or a real slowdown. They’ve had educational opportunities and they are in the workforce when demand for labour is high so there is even greater empowerment."

Barrington says employers recruiting gen Yers need to ensure personal and professional development and career opportunities are clearly outlined.

“Gen Ys are driven by, ‘What’s in it for me?’ and they need to be able to see that within a relatively short period of time," she says.

Barrington says they expect to see opportunities for promotion or to move into different roles within 12 to 24 months. They want the highest possible remuneration and status as well as good work/life balance.

Pollard’s most recent recruit is from gen Y. “I love the enthusiasm generation Y employees have," she says. “They are at the start of their careers and, in my experience, want to learn and experience everything they can. The downside to this is that they get disillusioned when you need to rein them in.

“I think it is also about letting them make mistakes so they can learn through experience that they aren’t invincible.”

Gen Xers have different priorities, Barrington says. “They are likely to explore all options, accepting the opportunity which provides flexibility, recognition, reward and a fair remuneration package." On the other hand, baby boomers generally have a job or career for life.

“It’s quite common to hear of examples where a baby boomer has been with an organisation for 15 to 20 years, as to them, that’s what equates to a successful career," Barrington says. “They tend to have the resilience to see through the tougher periods... and yet they tend to be more resistant to change. Job status and symbols are important for these people, which is key to remember when recruiting boomers.

“The challenge for employers is that boomers are generally not as technologically savvy as gen X and gen Y."

Barrington says employers are likely to offer a higher salary to a gen Y candidate because they expect it. “Generation X and baby boomers are more realistic,’’ she says.

“Research shows that gen Xs are earning their peak income between 2006 and 2021, baby boomers already earned their highest salaries between 1991 and 2005, while gen Ys will be earning their peak income between 2021 and 2036.

“This can be daunting when you think of the salaries employers will be paying gen Ys in the future, particularly in the sectors where skills are critically short."

McCrindle agrees employers also need to consider different training strategies.

“One training strategy doesn’t fit all," he says. “For example, when we asked CEOs the key challenges in dealing with different age groups, the answer was retention of staff for the younger generation. But when it came to the over 50s the key challenge was motivation and training."

While McCrindle says that understanding each generation is vital, employers don’t have to bend over backwards to cater for unreasonable expectations from job seekers.

“There has to be balance in the process," he says. “I’m all for understanding the changing generations and responding where appropriate. But leadership is important and senior people have to show direction and not just give in to what juniors want."

Pollard says that while generational differences are a factor, it all comes down to personality.

"It is about developing strategies in the recruitment process to find the right personality fit for your business," she says. “I think it is also about luck. Finding the right people can truly feel like a blessing for a business owner."