Hiring Educators in a Multi-Generational World*

There are now five generations in the workforce. Each of those generations have their own set of values, beliefs, work ethic, and unique ways about going through a day at work. This poses a unique challenge in all employment fields but specifically within the education field where challenges abound related to the hiring and retention of employees in all positions required to make a school and district efficiently function.


Currently our applicant pool, for all types of positions in the education field, comprises the Silent Generation (just a handful still working), Baby Boomers (retiring in increasing numbers0, Generation X (getting close to retirement age), Millennials, and Generation Z. These generations span almost 90 years of time with different life experiences and work expectations based on the lives they have lived. 


Both the Silent Generation and Baby Boomers tend to be more traditional in their approach to work, teaching, and educational leadership. This means less technology, more direct instruction, and more personal contact. They have a very strong work ethic focused on the job they have been assigned. The Millennials and Gen Z are more comfortable and accepting of the use of technology and innovative teaching methods and within the leadership realm. Their work ethic is focused on getting the job they have been assigned done as required. Generation X educators fall in the middle because they grew up with more of the traditional concepts but have seen, and used, the innovation that has come from the technology infusion into education. Gen X’ers tend to be dedicated to the position they have been assigned.


These generational differences must be considered in the hiring process, otherwise the differences can become challenges. Below are two multi-generational areas to consider in the beginning of the hiring process:

• Advertisement:  It’s easy to advertise to Millennials and Gen Z if you have robust and consistent social media accounts for your school or district. Just continue to post. However, those posts need to be engaging and varied. They not only need to be static images and information but you also need to develop stories and reels on some of the platforms. Millennials and Gen Z want to learn about your school and district from your posts. For older generations, you want to keep your website and Human Resources page updated with the latest vacancies. 
• Communication: For the Silent Generation and Baby boomers you should make a call to set up an appointment or send an email with very specific directions associated with the interview process. For Gen X forward, using email, text messages and automated appointment slots (so that the candidate can pick their interview time) will help address their generational priorities for communication. 

It is essential for those in the education field to understand the generational differences and use them as a positive in the hiring process so candidates of all generations feel like your school or district understands and respects their generation.
 
*This is a series of blog posts by Scott Rocco who presents and provides Keynotes on generational differences, hiring different generations, and the funny things about generations interacting with each other. Contact us at evolving@evolvingeducators to schedule Scott for a conference or training. 

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