Think your Gen Z graduate wants the same thing from their workplace as your Boomer manager? Generational differences at work have been a reliable source of amusement (and bewilderment) for years. Whether it’s Slack vs. Email or the great Hierarchy debate – each generation has become known for their preferred working styles. And yet, how often are generational motivators factored into the benefits and perks offered to individual candidates during recruitment? 

As the workplace population shifts from majority baby boomers to majority millennials, we think a shakeup is in order to ensure benefits are inclusive enough to meet varying individual needs. Here’s what each generation said matters most, in

Talenza’s 2022 Candidate Motivators Survey. 

In this guide: 

• What Gen Z want from a tech workplace 
• What millennials want from a tech workplace 
• What Gen X want from a tech workplace 
• What baby boomers want from a tech workplace 
• Make sure benefits fit each candidate’s needs 

 

What Gen Z want from a tech workplace 

As new kids on the block, the number of Gen Z employees is expected to triple by 2030. That means, people born roughly between 1995 and 2015 will soon make up 30 percent of the global workforce, playing a vital role in shaping the future workplace. 

What’s motivating our Gen Z candidates? 

Results from our 2022 Candidate Motivators Report show that 69 percent of Gen Z respondents want to join a company offering ‘career progression.’ This was closely followed by ‘supports a good work life balance.’ 

‘Salary’ sat in fourth place. 

What millennials want from a tech workplace 

As the 2021 Census results revealed, millennials are overtaking boomer’s as the country’s largest generation group. Considered our first digital natives, they test, learn, collaborate, and question the status quo. And while they’re often (mistakenly) copping flak for being selfish, lazy career-hoppers, millennials have learned to use their time, money, and knowledge as their currency, shaking up how organisations attract and retain talent. 

Millennials simply value their time differently to the older generations, and are now looking to get some of their time back while banking on their experience to earn the extra cash. 

What’s motivating our millennial candidates? 

Our 2022 Candidate Motivators Report shows that two in three millennials are attracted to a company that offers an ‘attractive salary’. This was closely followed with ‘supports a good work life balance.’ They placed more importance on ‘flexibility’ in 2022, which meant ‘career progression’ dropped to #4 (previously #2). 

What Gen X want from a tech workplace 

Poor Gen X are much like the forgotten middle child, waiting patiently for their oldest sibling to leave home so they can rule the roost. Even though they are the smallest generational group, the Gen X would insist this doesn’t mean they should be forgotten (they really shouldn’t!). They are highly educated, flexible, and independent, carrying a ‘work hard, play hard’ mentality. 

What’s motivating our Gen X candidates? 

Forty percent of Gen X candidates consider the good financial health of a company as important. Similarly to millennials, ‘attractive salary’, ‘work life balance’ and ‘flexible work’ are ranked among the highest attributes. This has remained the same since 2021.  

Considering that Gen Xers grew up in a recession and have been cautious about money their entire life, it’s no real surprise that financial stability remains important to this generation. 

What baby boomers want from a tech workplace 

Baby boomers were one of the largest generations after a big post-war baby boom. They tend to be competitive (imagine competing for limited university placements and jobs with so many others!), independent, goal-oriented, and have strong work ethic, as they made the most of the economic opportunities presented to them (‘a job is just a job’). 

What’s motivating our baby boomer candidates? 

In 2022, one in two baby boomers ranked ‘interesting job content’ one of the most important drivers when considering a role. They rated working for a company that has ‘strong values and a moral compass’ #3 – much higher than other generations. This notable shift in sentiment does seem like the baby boomers have taken on board some ideas from the younger generations and are now looking for more interesting job content as they head into retirement. 

Make sure benefits are tailored to each generation’s needs 

It’s pretty clear that a person’s why differs across generations and individuals. The real trend we’ve seen in this year’s 2022 Candidate Motivators Report is just how hyper-personalised motivators have become. Whether it’s based on gender, age, location, discipline, seniority or more, candidates are expecting benefits that truly matter to them as individuals. 

Meaning? In a time when the workplace population is shifting from majority baby boomers to millennials, you’ll need to ditch any outdated one-size-fits-none benefits and start tailoring your offers to ensure they’re inclusive and enticing for each and for all. 

Want to see what else candidates are saying? Download the Talenza 2022 Candidate Motivators Report