Be prepared for the new generation of interviewees

- There is a tremendous shift happening in the workforce and you're in the middle of it. Each day, 10,000 baby boomers are retiring, while at the same time, 10,000 millennials and Gen Z are entering the workforce. To compound matters, the unemployment rate is at a 50-year low. CEOs globally rank attracting and retaining top talent as their top internal concern. This shift may sound like great job security, but now there's more pressure and scrutiny on your ability to effectively interview. As of 2020, millennials represent over 50% of the workforce. And by 2025, they will represent over 75%. In addition, for the first time in history, over half of the workforce is not working the traditional 40-hour work week. These are major trends that will dramatically change the way you communicate and interview. Your interview is the foundation for recruiting, hiring, and retention. It has a direct impact on whether a candidate will become an engaged and retained employee or become a costly turnover statistic. That's a huge responsibility when you realize the cost of turnover. According to Gallup, turnover can cost 150% of an employee's annual salary. Another study by Deloitte found the cost of losing an employee could range from tens of thousands of dollars to 1.5 to two times their annual salary. Advances in technology have forced us to communicate differently. Just imagine how your day would be disrupted if you lost your cell phone. How you say something and the way you communicate your message will determine if it will be acknowledged or ignored. Candidates are often bombarded with so many messages they get irritated, don't respond, or simply view them as a waste of time. It's important to respect and learn how each generation, from baby boomers through Gen Z prefer to communicate in this competitive job market. Baby boomers, born between 1946 and 1964, prefer a balance between email, voicemail, text, and face-to-face conversations. Generation X, born between 1965 and 1980, can be blunt and direct, often talking in short sound bites. If you expect them to respond to an email, your subject lines must be compelling and your email must focus on how you can benefit them. They also respond to text messages. Millennials, born between 1981 and 1996, are the driving force behind many changes in communication and interviewing because they are the largest generation in history, exceeding 80 million. Millennials are extremely tech savvy and have a heavy reliance on electronic means of communication, requiring prompt feedback. They'd rather communicate by video, pictures, or text. Gen Z, born between 1995 and 2012, expect information to be instantly available. They take in information instantaneously but can lose interest just as fast. They communicate with images and they multitask across multiple screens. They prefer video and images to text. However, personalization is key to grabbing their attention. Don't underestimate the value of a face-to-face interview. The new interviewees are also the best-networked generation, both personally and professionally. Chances are, the candidates you interview will also reach out to their network for job leads. They often end up receiving more than one job offer, which is another great reason to update your interviewing and closing techniques. When an important part of your job is to interview, you're never judged by the number of interviews you conduct. What's important is the number of jobs you fill and if the new employees become engaged and retained employees. Being prepared for the new generation of interviewees and knowing how to communicate with them are great first steps.