Key takeaways:
- Different generations have distinct work preferences: Gen Z values flexibility and gig work, Millennials prioritize advancement and work-life balance, Gen X seeks stability and security, while Baby Boomers prefer part-time and consulting roles.
- Communication strategies must be tailored by generation: Gen Z prefers text messaging, Baby Boomers respond best to email, Gen X and Millennials favor phone calls, and Millennials also engage well with social media outreach.
- Staffing firms can gain competitive advantage by segmenting their approach: Success comes from matching sourcing strategies, communication methods, and job placements to each generation’s specific preferences and career goals.
For the first time ever, four distinct generations are actively reshaping talent expectations, communication preferences, and workplace dynamics. Recent workforce research from iHire shows that each generation brings fundamentally different approaches to job searching, career development, and workplace engagement.
Generation Z demonstrates remarkable adaptability in their job search approach. They’re equally comfortable with traditional full-time roles (50.4%) and part-time opportunities (51.6%), making them ideal candidates for diverse client needs. Additionally, they show the highest interest in gig work and freelance arrangements (14.8%), and they’re three times more likely than other generations to use non-traditional platforms like TikTok and Instagram for job discovery. Gen Z’s comfort with rapid change and digital-first communication aligns perfectly with startup environments requiring agility, and since 38.5% value career advancement opportunities above all else, they will thrive with clients offering clear growth paths.
Millennials present the strongest drive for advancement, with nearly 75% preferring full-time roles and 20.6% identifying salary increases as their primary career goal. Millennials prioritize work-life balance (42.9%) and professional development (38.3%), so they would thrive working for forward-thinking clients who offer flexibility and learning opportunities.
Generation X offers the stability many clients crave, with over 70% preferring full-time positions and 20.8% prioritizing job security above all else. Their extensive networking approach to job searching often yields higher-quality referrals.
Baby Boomers represent an underutilized asset, with 56.6% interested in part-time roles and 28.5% preferring flexible arrangements. Their extensive industry expertise commands premium rates in consulting and specialized positions, while offering clients proven problem-solving capabilities.
Text, email, or call?
The most successful staffing firms in 2025 are adapting their candidate communication strategies to generational preferences. This isn’t just about being thoughtful — it’s about conversion rates.
iHire found that while phone calls remain popular across generations, 25.2% of Gen Z prefers text communication — more than double any other group. Meanwhile, Baby Boomers respond best to email communication (42.0% want to be contacted by email), while Gen X (44.7%) and Millennials (35.8%) are more likely to prefer phone calls. Millennials also show the highest engagement with social media communication at 10.9%, presenting opportunities for firms willing to meet candidates where they are.
Staffing firms that segment their communication strategies by generation will likely see dramatic improvements in response rates and candidate engagement.
What’s next?
Set your staffing firm up for success with these strategic shifts:
Segment your sourcing strategy
- Deploy social media recruitment for Gen Z candidates
- Leverage networking and referral programs for Gen X
- Utilize industry-specific job boards for experienced Baby Boomers
- Focus on skills-based matching for Millennials seeking advancement
Customize your communication approach
- Text-first outreach for Gen Z
- Phone and email balance for Gen X and Baby Boomers
- Social media engagement for Millennials
- Personalized follow-up based on generational preferences
Build retention through generational alignment
- Match advancement-focused candidates with growth-oriented clients
- Place stability-seeking talent with established enterprises
- Connect flexibility-desiring workers with remote-friendly companies
- Align learning-motivated individuals with development-rich environments
Capitalize on underserved markets
- Develop specialized services for Baby Boomer consulting placements
- Create gig work platforms targeting Gen Z
- Build career development partnerships appealing to Millennials
- Establish stability-focused services for Gen X
The multi-generational workforce isn’t a challenge to manage – it’s your competitive advantage waiting to be activated. Strive to be precisely the right solution for each segment of your market.
