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- Last Updated: May 28, 2025
Inside the Multi-Generational Workforce
Recruiting, Retaining, Managing & Motivating Talent of All Ages in 2025
Today’s workforce is exceptionally unique, with multiple generations co-existing in the workplace. For employers, understanding the diverse needs and expectations of employees of different ages is essential for attracting and retaining talent.
iHire’s latest survey explores the job search behaviors, career goals, and workplace preferences of the four predominant generations in the workforce: baby boomers, Gen X, millennials, and Gen Z. Our findings reveal how each generation navigates their professional journey, what they value most in an employer, and many more exclusive data points.
For this research report, we polled a Qualtrics market research panel of 1,645 U.S. workers, comprising approximately 400 individuals from each of the following groups:
- Baby Boomers (born between 1946–1964): Baby boomers were born following World War II during a period of significant population growth. They grew up during a time of economic prosperity, social change, and the rise of television and suburban living. Many baby boomers are entering or have entered retirement, while others have chosen to remain in the workforce due to financial reasons or personal preferences.
- Generation X (born between 1965–1980): Gen Xers were brought up during an era of shifting societal values, the rise of personal computing, and increasing divorce rates. Often described as independent and resourceful, Gen X witnessed the transition from analog to digital technologies and were early adopters of the internet. 
- Millennials (born between 1981–1996): Also known as Gen Y, millennials came of age during the rapid expansion of the internet, smartphones, and social media. They are known for their tech-savviness and prioritization of work/life balance. Millennials entered the workforce during the Great Recession, which shaped their financial habits and career paths.
- Generation Z (born between 1997–2012): Gen Zers grew up entirely in the digital age with constant access to the internet and social platforms. They are highly connected, socially aware, and focused on individuality and mental health. As the newest generation to enter the job market, Gen Z is reshaping expectations around communication, flexibility, and purpose at work.
Whether you’re an employer aiming to refine your recruiting and retention strategies or a job seeker looking to better understand generational trends, you’ll find valuable insights and takeaways about today’s workforce in this generations study.
Job Searching: How Different Generations Find Work
To kick off this research report, we’ll explore each generation’s job search challenges, preferences, and behaviors, giving employers a clearer picture of how they can attract a multi-generational workforce.
First, we asked each group to identify the types of employment that most appeal to them (Figure 1). We found:
- Millennials (74.8%) and Gen Xers (70.9%) strongly preferred full-time jobs, as they are in the middle of their careers and prioritize financial stability.
- Gen Zers were almost equally open to full-time (50.4%) and part-time jobs (51.6%). They also showed interest in seasonal jobs (14.3%), internships (12.8%), and apprenticeships (10.2%), as many are still in school or just entering the job market.
- Baby boomers most wanted part-time jobs (56.6%), while 11.7% were interested in consulting work and 15.6% considered freelancing. These preferences align with the trend that boomers are easing out of the workforce into retirement – or in some cases, coming out of retirement (“unretiring”) but don’t want to hold a full-time job.
- Millennials were the age group most interested in non-traditional types of work, including freelance (16.5%), gig (15.0%), and temporary jobs (12.6%).
If you were to search for a new job today, which type(s) of employment would most interest you? (Select all that apply.)
Figure 1
| Baby Boomers | Gen X | Millennials | Gen Z | |
|---|---|---|---|---|
| Full-time jobs | 36.1% | 70.9% | 74.8% | 50.4% |
| Part-time jobs | 56.6% | 31.5% | 34.9% | 51.6% |
| Temporary jobs | 10.7% | 8.8% | 12.6% | 11.4% |
| Seasonal jobs | 11.5% | 8.6% | 10.7% | 14.3% |
| Consulting jobs | 11.7% | 6.4% | 6.5% | 4.1% |
| Freelance jobs | 15.6% | 12.2% | 16.5% | 12.3% |
| Gig work | 10.5% | 13.2% | 15.0% | 14.8% |
| Internships | 0.7% | 2.4% | 4.6% | 12.8% |
| Apprenticeships | 2.2% | 4.4% | 5.6% | 10.2% |
| Other | 3.4% | 2.2% | 0.7% | 1.7% |
Popular Job Search Resources
How candidates find job opportunities varies by generation, with the exception of general job boards – the top resources for each age group (Figure 2). Our survey showed:
- Networking to find jobs was significantly more common for baby boomers (32.8%) and Gen X (21.4%) than millennials (12.7%) and Gen Z (11.7%).
- Gen X (29.5%), millennials (37.9%), and Gen Z (26.9%) identified search engines as their top job search resource aside from general job boards. However, millennials used general job boards and search engines equally.
- More than a quarter of each cohort goes directly to the websites of companies they want to work for to find job openings, with Gen Xers being the largest proportion (29.0%) to take this approach.
- TikTok and Instagram are major job search tools for Gen Z (22.1% and 20.3%, respectively). For comparison, 20.8% of Gen Zers use LinkedIn, the only social media site dedicated to careers.
- Facebook was more popular among Gen X (19.8%) and millennials (19.3%) than Gen Z (12.7%).
- LinkedIn was most used by baby boomers (28.2%), but that group showed little interest in other social media channels.
- Industry-specific job boards were more popular among millennials (12.0%), baby boomers (11.0%), and Gen X (10.7%) than Gen Z (8.1%), suggesting that experienced job seekers who are dedicated to growing in a certain sector are more likely to use these platforms.
Which resources do you use the most when searching for job opportunities? (Select up to three responses.)
Figure 2
| Baby Boomers | Gen X | Millennials | Gen Z | |
|---|---|---|---|---|
| General job boards | 36.4% | 38.7% | 37.9% | 29.2% |
| Industry-specific job boards | 11.0% | 10.7% | 12.0% | 8.1% |
| Search engines | 26.7% | 29.5% | 37.9% | 26.9% |
| Websites of companies I want to work for | 27.4% | 29.0% | 26.4% | 25.1% |
| TikTok | 1.8% | 6.9% | 11.5% | 22.1% |
| 7.2% | 19.8% | 19.3% | 12.7% | |
| X (Twitter) | 1.5% | 3.3% | 10.0% | 7.6% |
| 28.2% | 20.6% | 26.9% | 20.8% | |
| 1.8% | 8.1% | 14.9% | 20.3% | |
| Job fairs | 10.3% | 15.0% | 14.9% | 19.3% |
| Networking/word-of-mouth | 32.8% | 21.4% | 12.7% | 11.7% |
| Cold calls/emails from recruiters who find my resume/profile online | 7.4% | 4.3% | 4.2% | 8.4% |
| Career center/resources from a school/university | 2.1% | 6.9% | 7.3% | 18.0% |
| Other | 3.6% | 3.1% | 2.7% | 2.3% |
Generational Job Search Challenges
We next asked respondents to identify the challenges they experienced the last time they searched for a job (Figure 3). Interestingly, the top two frustrations – finding jobs they are qualified for and getting ghosted by employers – were consistent issues across generations. The fact that candidates of all ages struggle to find jobs they have the right experience for suggests skills gaps are age-agnostic, while the prevalence of ghosting shows that employers must make a better effort to communicate with all applicants.
Additional survey findings related to job search challenges include:
- Millennials (24.2%) and Gen Z (22.3%) were most likely to be put off by job postings with unrealistic or overly specific requirements.
- More Gen Xers (27.9%), Gen Zers (26.4%), and millennials (25.7%) reported difficulty finding roles that meet their salary requirements than baby boomers (17.6%).
- As for job search skills, resume writing was another universal challenge, with at least 1 in 5 job seekers from each generation struggling with writing or updating their resume.
- Interviewing with confidence was more of a pain point for millennials (25.7%) and Gen X (23.7%) than for baby boomers (18.8%) and Gen Z (20.8%).
- Discrimination in the hiring process was most reported by baby boomers (20.7%), likely due to the prevalence of ageism (which we’ll explore later in this report).
- Gen Z and millennials were more likely to be discouraged by employers who don’t align with their values or support diversity, equity, and inclusion (DE&I). In fact, 14.3% of Gen Zers struggled to find potential employers who are committed to DE&I, and 14.3% of millennials said too many employers don’t share their values (fewer than 10.0% of baby boomers and Gen Xers noted these challenges).
Think about the last time you searched for a job. What challenges did you experience? (Select all that apply.)
Figure 3
| Baby Boomers | Gen X | Millennials | Gen Z | |
|---|---|---|---|---|
| Finding jobs I’m qualified for/have the right experience for | 29.3% | 35.7% | 28.6% | 35.8% |
| Applying and/or interviewing and not hearing back from employers/“ghosting” | 30.7% | 30.3% | 32.0% | 33.7% |
| Finding jobs that meet my salary requirements | 17.6% | 27.9% | 25.7% | 26.4% |
| Employers with overly specific or unrealistic requirements or expectations | 15.6% | 20.3% | 24.2% | 22.3% |
| Writing/updating my resume | 22.4% | 24.0% | 19.4% | 22.3% |
| Interviewing with confidence | 18.8% | 23.7% | 25.7% | 20.8% |
| Negotiating a salary I deserve | 13.9% | 18.1% | 19.1% | 15.3% |
| Experiencing discrimination or bias (ageism, racism, sexism, etc.) | 20.7% | 12.2% | 13.3% | 14.8% |
| Writing a strong cover letter | 11.5% | 13.4% | 15.0% | 14.8% |
| Too many employers are not committed to diversity, equity, and inclusion (DE&I) | 3.4% | 9.3% | 13.6% | 14.3% |
| Too many employers do not share my values | 8.5% | 7.3% | 14.3% | 12.6% |
| Other | 2.2% | 1.2% | 1.0% | 1.2% |
| None of these | 16.3% | 10.8% | 10.9% | 7.3% |
| N/A – I have never searched for a job | 4.9% | 3.9% | 1.0% | 4.6% |
Communication Preferences in the Job Search
All four generations cited ghosting as one of their top job search challenges (Figure 3), meaning that employers must strive to be more responsive to win over talent and uphold their reputation as a company that treats job seekers well. But how do candidates of each generation prefer employers to contact them during the hiring process (Figure 4)?
- Phone calls were the top preference for all generations except baby boomers, as 42.0% preferred email, compared to 40.0% who wanted phone calls.
- By far, Gen Z is the generation most interested in texting an employer/recruiter (25.2%), followed by millennials (12.1%).
- Gen Z is also most interested in hearing from employers via the job board they’re using (8.2%), while millennials were the group most interested in using social media to communicate with employers (10.9%).
How do you prefer employers/recruiters contact you during the hiring process?
Figure 4
| Baby Boomers | Gen X | Millennials | Gen Z | |
|---|---|---|---|---|
| 42.0% | 29.1% | 32.0% | 26.6% | |
| Phone call | 40.0% | 44.7% | 35.8% | 28.8% |
| Text message | 8.0% | 8.1% | 12.1% | 25.2% |
| Directly through the job board I’m using | 3.4% | 5.9% | 5.1% | 8.2% |
| Physical letter (snail mail) | 3.7% | 3.7% | 1.9% | 2.2% |
| Social media | 0.2% | 4.6% | 10.9% | 6.3% |
| Other | 0.0% | 0.7% | 0.7% | 0.5% |
| None of these | 2.7% | 3.2% | 1.5% | 2.2% |
Attracting Multi-Generational Talent With Employer Branding
Employer branding – how a company conveys and shapes its reputation as a workplace – is crucial to attracting the right talent, and candidates of all generations will investigate your brand before applying for a position. However, the information each age group seeks differs (Figure 5):
- Nearly half (48.2%) of baby boomers, 44.8% of Gen Xers, and 40.3% of millennials read current or former employee reviews before applying.
- Gen Z values customer reviews/testimonials (36.8%) more than any other generation. This suggests the younger generation wants to know about a company from a customer’s perspective and looks at a potential employer from a wider lens.
- Gen Z leads in caring about DE&I initiatives (28.4%), charitable/community involvement (18.0%), and active social media presence (22.3%).
- Millennials are most likely to seek evidence of workplace culture awards (24.0%) and recent news articles (21.5%) to gauge their fit for a company.
- At least a quarter of each generation’s respondents valued company culture details, with baby boomers (33.1%) and millennials (33.0%) showing the most interest in this information.
- Baby boomers are less likely to zero in on an employer’s social media presence (5.6%).
What information about an employer do you look for before applying for a job? (Select all that apply.)
Figure 5
| Baby Boomers | Gen X | Millennials | Gen Z | |
|---|---|---|---|---|
| Current/former employee reviews/testimonials | 48.2% | 44.8% | 40.3% | 33.0% |
| Customer reviews/testimonials | 35.6% | 30.3% | 28.6% | 36.8% |
| Company culture details | 33.1% | 27.7% | 33.0% | 24.6% |
| Active social media presence | 5.6% | 15.5% | 17.1% | 22.3% |
| Community/charitable involvement | 13.3% | 12.5% | 13.0% | 18.0% |
| Diversity, equity, and inclusion (DE&I) initiatives/commitment | 15.4% | 23.4% | 26.7% | 28.4% |
| Awards recognizing their workplace culture (“Best Workplace” awards) | 15.1% | 16.0% | 24.0% | 18.5% |
| Recent news articles | 16.9% | 16.8% | 21.5% | 15.5% |
| Other | 4.1% | 1.0% | 1.7% | 2.3% |
Workplace Preferences
From work environment to benefits and compensation, this section dives into what each generation wants from their employer. The survey responses offer insights to ensure organizations provide the right perks to retain and engage a multi-generational workforce.
Preferred Work Environments
Expectations for where and how work gets done have evolved in the post-pandemic years, as remote work became a norm. However, our survey suggests employees from all generations are prioritizing in-person work again (Figure 6). Notable trends include:
- A majority of every group preferred some degree of in-person work – for example, 74.8% of Gen Z and 73.1% of Gen X want either 100% in-person or hybrid work.
- Baby boomers lead in 100% remote work preference (31.5%), with millennials close behind (24.7%).
- Gen X (56.2%) and Gen Z (55.9%) preferred 100% in-person work the most, while the lowest percentage that wanted remote work were Gen Zers (15.7%).
- Hybrid work appealed most to millennials (22.8%).
- 9.4% of Gen Zers indicated “no preference,” as the youngest group of candidates may be less picky about their work environment and simply want a job.
What is your preferred work environment?
Figure 6
| Baby Boomers | Gen X | Millennials | Gen Z | |
|---|---|---|---|---|
| In-person (100% on-site) | 43.2% | 56.2% | 45.3% | 55.9% |
| Remote (100% at home/off-site) | 31.5% | 21.0% | 24.7% | 15.7% |
| Hybrid (Mix of remote/in-person) | 19.3% | 16.9% | 22.8% | 18.9% |
| No preference | 6.1% | 5.9% | 7.3% | 9.4% |
Compensation
Compensation can be a sensitive subject when it comes to a multi-generational workforce. Oftentimes, younger or less experienced new hires may come in making as much as or more than those who are older and more experienced in similar roles due to pay compression. All the while, higher costs of living, financial pressure, and increased desire to feel appreciated at work influence the conversation.
When we asked respondents if they believed they were being paid fairly at their current or recent job (Figure 7), we found:
- Nearly 60.0% of baby boomers (59.5%) and millennials (59.3%) believe they are paid fairly, while 55.5% of Gen X said the same.
- Gen X had the largest proportion of respondents who said they weren’t paid fairly (31.3%).
- Less than half of Gen Zers (48.9%) believed they are paid fairly, yet this generation had the largest proportion who were unsure or preferred not to answer the question (30.2%).
Think about your current or most recent job. Do you believe you are compensated fairly?
Figure 7
| Baby Boomers | Gen X | Millennials | Gen Z | |
|---|---|---|---|---|
| Yes | 59.5% | 55.5% | 59.3% | 48.9% |
| No | 26.3% | 31.3% | 26.2% | 20.8% |
| Unsure | 9.8% | 11.7% | 12.6% | 18.6% |
| Prefer not to answer | 4.4% | 1.5% | 1.9% | 11.6% |
Benefits & Perks
Another challenge for employers with a multi-generational workforce is ensuring the benefits and perks they offer appeal to employees of various ages. Therefore, we asked respondents to identify as many as five benefits that were important to them (Figure 8). The following trends emerged:
- Health insurance was the most desired benefit for all generations, with Gen X (64.8%) showing the highest preference, followed by millennials (58.1%), baby boomers (57.8%), and Gen Z (52.8%).
- Generous PTO was highly valued across all generations, especially by baby boomers (55.9% – their second-most desired benefit) and Gen X (52.8%).
- 401(k) options/retirement plans were a priority for Gen X (57.0%) and millennials (48.9%), with boomers (44.6%) close behind.
- Younger generations prioritize mental health benefits more than older ones, with more Gen Zers (31.7%) and millennials (30.5%) wanting these benefits than Gen Xers (22.2%) and baby boomers (11.2%).
- Less traditional benefits, such as pet insurance and tuition reimbursement, have lower overall appeal but are slightly more popular among younger generations.
- The four generations showed similar interest in employee discounts/perks (which ranked high on everyone’s lists), transportation benefits, and volunteer time off (VTO).
Think of your ideal job/workplace. Which of the following benefits are most important to you? (Select up to five choices.)
Figure 8
| Baby Boomers | Gen X | Millennials | Gen Z | |
|---|---|---|---|---|
| Health insurance (e.g., medical, dental, vision, life) | 57.8% | 64.8% | 58.1% | 52.8% |
| Generous paid time off (PTO) | 55.9% | 52.8% | 42.9% | 36.3% |
| Employee discounts or perks | 38.3% | 35.5% | 31.2% | 33.9% |
| 401(k) options/retirement plan | 44.6% | 57.0% | 48.9% | 32.4% |
| Mental health benefits (e.g., employee assistance programs) | 11.2% | 22.2% | 30.5% | 31.7% |
| Student loan repayment assistance | 2.7% | 5.9% | 11.4% | 21.3% |
| Transportation benefits (e.g., free parking, stipends for gas) | 23.4% | 19.6% | 21.8% | 21.3% |
| Paid parental leave (e.g., maternity leave, bonding leave) | 3.9% | 11.5% | 20.1% | 19.9% |
| Financial planning support | 11.2% | 11.0% | 18.6% | 19.6% |
| Wellness programs (e.g., stipends for gym memberships) | 22.2% | 14.9% | 22.3% | 15.0% |
| Volunteer time off (VTO) | 11.7% | 9.5% | 9.4% | 12.1% |
| Pet insurance | 8.0% | 5.9% | 8.7% | 11.1% |
| Tuition reimbursement | 5.4% | 7.1% | 7.5% | 8.7% |
| None of these | 7.6% | 6.6% | 6.1% | 6.5% |
| Other | 4.1% | 2.2% | 0.0% | 1.2% |
Competitive benefits and pay have become table stakes in recruitment and retention. People-focused companies must also offer an employee experience that is second to none, which is why we asked respondents to identify their single most important employer offering aside from benefits and salary (Figure 9). In sum:
- The younger the generation, the higher the emphasis on work/life balance. In fact, 43.1% of Gen Z and 42.9% of millennials chose work/life balance, suggesting that to these groups, work/life balance isn’t a perk; it’s an expectation.
- Work/life balance was also the top selection for Gen X (31.8%), which was the generation that cared the most about job stability/security (20.8%).
- Baby boomers valued flexible work arrangements (28.5%) more than work/life balance (23.4%), but the two are closely related. A high proportion of boomers (24.6%) also selected a positive work environment (24.6%).
- Understandably, more millennials (17.2%) and Gen Zers (19.4%) desired career growth opportunities than the older generations.
- Relative to the other response options, a thriving company culture is a low priority across generations.
Besides salary and benefits, which one of these employer offerings is most important to you?
Figure 9
| Baby Boomers | Gen X | Millennials | Gen Z | |
|---|---|---|---|---|
| Work/life balance | 23.4% | 31.8% | 42.9% | 43.1% |
| Career growth opportunities | 2.7% | 10.0% | 17.2% | 19.4% |
| Positive work environment | 24.6% | 18.6% | 12.1% | 13.6% |
| Job stability/security | 16.1% | 20.8% | 14.5% | 12.3% |
| Flexible work arrangements | 28.5% | 13.4% | 7.3% | 6.3% |
| None of these | 1.0% | 2.2% | 2.4% | 2.9% |
| Thriving company culture | 1.7% | 1.0% | 3.1% | 1.7% |
| Other | 2.0% | 2.2% | 0.5% | 0.7% |
Employee Recognition
Employee recognition and appreciation is central to motivating top talent and contributes to a positive work environment. But does the type of recognition employees seek vary based on their generation (Figure 10)?
Upon asking respondents to identify up to three ways they want employers to recognize them for good work, we found:
- Gen Z (38.5%) and millennials (38.3%) prioritize career advancement opportunities above all other forms of recognition. Similarly, both generations sought professional development opportunities more than the older age groups.
- Every generation prefers private recognition over public recognition; however, more Gen Zers were open to public recognition (27.8%) than the other groups.
- Tangible rewards were strongly preferred by baby boomers (36.6%) – their top response.
- Additional time off has become a viable type of recognition: Baby boomers (33.7%) and Gen X (26.7%) strongly liked the idea of getting additional time off as a reward. A solid portion of millennials (24.0%) and Gen Zers (24.7%) said the same.
Besides a pay raise or bonus, how do you prefer employers to recognize you for good work? (Select up to three choices.)
Figure 10
| Baby Boomers | Gen X | Millennials | Gen Z | |
|---|---|---|---|---|
| Career advancement opportunities (e.g., promotions, leadership roles) | 23.7% | 34.0% | 38.3% | 38.5% |
| Private recognition (e.g., one-on-one praise from a manager) | 36.1% | 34.7% | 35.4% | 34.1% |
| Opportunities for professional development (e.g., training, certifications) | 19.5% | 24.0% | 33.7% | 28.8% |
| Public recognition (e.g., company-wide announcement, social media shoutout) | 9.0% | 19.1% | 23.2% | 27.8% |
| Additional time off (e.g., extra PTO, flexible scheduling) | 33.7% | 26.7% | 24.0% | 24.7% |
| Tangible rewards (e.g., gift cards, company swag, event tickets) | 36.6% | 26.7% | 22.5% | 16.7% |
| Team celebrations (e.g., lunches, outings, recognition events) | 12.4% | 13.0% | 11.9% | 15.5% |
| Peer recognition (e.g., awards or shoutouts from colleagues) | 9.5% | 7.8% | 8.7% | 12.1% |
| Personalized thank you notes or appreciation messages | 16.3% | 8.1% | 8.7% | 11.9% |
| Other | 2.4% | 1.0% | 1.0% | 1.0% |
| None of these | 10.5% | 10.8% | 8.5% | 6.3% |
Career Growth Across Generations
While each generation is in a different stage of their career, every age group has their sights set on what’s next. This section explores generational differences in career goals, professional development initiatives, and expectations for the future, helping employers to better understand their employees’ ideal next steps.
Career Goals
Some of the most significant nuances of the different generations in the workforce emerged when we asked respondents to identify their biggest career-related goal (Figure 11).
- Gen Z (26.4%) and Gen X (21.5%) are most likely to prioritize finding a new job, reflecting their focus on career exploration (Gen Z) or mid-career transitions (Gen X).
- Millennials’ (20.6%) top career goal was a salary increase, while getting a raise was Gen X’s second-most popular career goal (17.4%).
- 23.7% of boomers cited retiring as their top goal, far surpassing other generations.
- Gen Z (14.8%) and millennials (12.8%) lead in wanting to start their own businesses, which was the second-most popular response for Gen Zers.
- Few respondents (less than 10%) from any generation selected getting a promotion or taking on a new position at their current job.
What is your biggest career-related goal right now?
Figure 11
| Baby Boomers | Gen X | Millennials | Gen Z | |
|---|---|---|---|---|
| Finding a new job | 18.3% | 21.5% | 17.9% | 26.4% |
| Starting my own business | 4.6% | 8.3% | 12.8% | 14.8% |
| Getting a salary increase/raise | 11.2% | 17.4% | 20.6% | 14.0% |
| Gaining new skills or certifications | 6.6% | 10.0% | 12.3% | 13.1% |
| Keeping my current position | 17.8% | 13.4% | 10.7% | 8.2% |
| Getting a promotion | 1.5% | 6.8% | 9.0% | 6.8% |
| Taking on a new position at my current company | 2.7% | 6.4% | 7.7% | 4.8% |
| Retiring | 23.7% | 9.3% | 3.1% | 1.5% |
| Other | 3.4% | 1.5% | 0.5% | 1.9% |
| None of these | 10.2% | 5.4% | 5.3% | 8.5% |
Professional Development
Now that we know each generation’s top career goals (Figure 11), what are employees of all ages doing to reach those objectives? Upon asking respondents to identify the types of professional development initiatives they are currently pursuing (Figure 12), we found:
- As expected, younger generations are significantly more likely to pursue degrees: Gen Z leads in earning undergraduate (23.2%) and advanced/graduate degrees (28.3%), followed by millennials (15.0% for undergraduate and 20.1% for graduate degrees).
- Millennials (25.2%) were most interested in earning certifications, taking online courses, and attending educational events, emphasizing their focus on skill-building for career advancement.
- Taking online courses was most popular among millennials (30.8%), followed by Gen Z (24.5%), Gen X (19.8%), and baby boomers (14.9%).
- A majority of baby boomers (64.1%) and Gen Xers (52.8%) are not pursuing any professional development initiatives.
- Millennials are the most active participants in mentorship programs, both as mentors (14.8%) and mentees (11.1%).
Which types of professional development initiatives are you currently pursuing? (Select all that apply.)
Figure 12
| Baby Boomers | Gen X | Millennials | Gen Z | |
|---|---|---|---|---|
| Earning an undergraduate degree | 2.0% | 7.8% | 15.0% | 23.2% |
| Earning an advanced/graduate degree | 2.2% | 8.8% | 20.1% | 28.3% |
| Earning a new certification | 7.3% | 17.4% | 25.2% | 24.0% |
| Taking an online course/courses | 14.9% | 19.8% | 30.8% | 24.5% |
| Attending webinars, conferences, seminars, and other educational events in my industry | 16.8% | 19.8% | 25.2% | 14.8% |
| Participating in a mentorship program as a mentor | 8.0% | 8.8% | 14.8% | 10.2% |
| Participating in a mentorship program as a mentee | 3.9% | 5.9% | 11.1% | 12.1% |
| Participating in an internship program | 2.4% | 5.6% | 5.1% | 11.1% |
| Other | 1.5% | 1.5% | 0.7% | 1.7% |
| None of these | 64.1% | 52.8% | 33.4% | 26.2% |
Career Growth & Job Search Trends in 2025
To round out this section on career growth, we asked respondents which challenges they anticipate impacting their career and/or job search in the coming year (Figure 13). Significant data points include:
- Gen Z (46.2%) and millennials (39.7%) were most concerned about stress and burnout. Likewise, they were more concerned about layoffs and pay cuts than the other generations.
- Baby boomers (33.4%) fear insufficient retirement savings – more so than age discrimination (23.4%); 27.4% of Gen Xers said the same.
- Gen Z’s second-most common concern was lacking the skills or training to take the next step in their career (33.2%), echoing ongoing industry discussions about skills gaps in younger generations. 24.9% of millennials had the same fear.
- All generations were equally worried about finding jobs that meet their needs (between 29.8% and 32.4% of each group).
What challenges do you anticipate impacting your career and/or job search in the next year? (Select all that apply.)
Figure 13
| Baby Boomers | Gen X | Millennials | Gen Z | |
|---|---|---|---|---|
| Layoffs | 20.2% | 23.2% | 28.3% | 24.5% |
| Pay cuts | 9.0% | 20.5% | 30.3% | 29.8% |
| Stress and burnout | 19.0% | 33.0% | 39.7% | 46.2% |
| Discrimination or bias (ageism, racism, sexism, etc.) | 23.4% | 21.3% | 22.5% | 25.4% |
| Lack of skills/training to take the next step in my career | 11.2% | 19.3% | 24.9% | 33.2% |
| Inability to find a new job that meets my needs | 31.0% | 31.1% | 29.8% | 32.4% |
| Insufficient savings to retire | 33.4% | 27.6% | 19.6% | 14.8% |
| Other | 2.0% | 2.0% | 0.2% | 2.4% |
| None of these | 29.3% | 24.2% | 18.4% | 12.8% |
Ageism at Work & On the Job Search
The final section of our report delves into one of the most controversial topics surrounding today’s multi-generational workforce: ageism.
With several generations co-existing in the workplace, ageism is an unfortunate reality. But to what extent are people experiencing age discrimination?
In our survey, more baby boomers (36.8%) and Gen Zers (39.7%) said they had been treated differently because of their age at work or during their job search than Gen Xers (28.1%) and millennials (28.6%) (Figure 14). While ageism usually evokes thoughts of discrimination against older people, it can also involve bias against younger workers, as Gen Z’s responses implied.
Have you ever been treated differently because of your age at work or during your job search?
Figure 14
| Baby Boomers | Gen X | Millennials | Gen Z | |
|---|---|---|---|---|
| Yes | 36.8% | 28.1% | 28.6% | 39.7% |
| No | 42.9% | 54.8% | 61.0% | 40.7% |
| Unsure | 19.3% | 16.6% | 8.7% | 14.3% |
| Prefer not to answer | 1.0% | 0.5% | 1.7% | 5.3% |
But even if an employee is not experiencing ageism themselves, many are witnessing such discriminatory behavior directed towards someone else (Figure 15). When asked if they had ever witnessed a co-worker being treated differently because of their age, 45.8% of Gen Zers and 39.7% of millennials said “yes,” followed by 36.8% of baby boomers and 33.3% of Gen Xers.
Have you ever witnessed someone else being treated differently because of their age at work?
Figure 15
| Baby Boomers | Gen X | Millennials | Gen Z | |
|---|---|---|---|---|
| Yes | 36.8% | 33.3% | 39.7% | 45.8% |
| No | 49.3% | 55.3% | 51.3% | 37.5% |
| Unsure | 12.7% | 11.0% | 7.0% | 13.1% |
| Prefer not to answer | 1.2% | 0.5% | 1.9% | 3.6% |
Additionally, at least 40.0% of every age group said they believed today’s employers hold untrue perceptions about their generation (Figure 16), which can contribute to biased behaviors toward certain age groups.
Do you believe today’s employers hold untrue perceptions about people of your generation?
Figure 16
| Baby Boomers | Gen X | Millennials | Gen Z | |
|---|---|---|---|---|
| Yes | 46.8% | 40.6% | 44.8% | 50.1% |
| No | 21.5% | 31.5% | 32.9% | 22.8% |
| Unsure | 31.0% | 26.7% | 20.3% | 23.7% |
| Prefer not to answer | 0.7% | 1.2% | 1.9% | 3.4% |
Another challenge arising from a multi-generational workforce is that seniority in a company isn’t necessarily tied to age. Thus, it’s not uncommon for younger employees to manage or supervise older staff members, especially in cases where people have made a career change later in life and ended up in an entry-level role or returned to the workforce after a hiatus.
Our survey showed that 83.2% of baby boomers and 66.5% of Gen Xers had held a job where their direct manager was younger – compared to 53.8% or millennials and 26.2% of Gen Zers who said the same (Figure 17).
Have you ever held a job where your direct manager or supervisor was younger than you?
Figure 17
| Baby Boomers | Gen X | Millennials | Gen Z | |
|---|---|---|---|---|
| Yes | 83.2% | 66.5% | 53.8% | 26.2% |
| No | 12.4% | 25.9% | 39.7% | 58.8% |
| Unsure | 3.9% | 6.4% | 5.1% | 10.4% |
| Prefer not to answer | 0.5% | 1.2% | 1.5% | 4.6% |
Despite ageism occurring, there’s some good news: The majority of each group believed their current or most recent employer treats or treated people of all ages fairly (Figure 18).
Nevertheless, a proportion of each cohort stated “no,” meaning employers still have some work to do to ensure employees across generations feel like they belong.
Think about your current or most recent employer. Do you believe your employer treats people fairly no matter their age?
Figure 18
| Baby Boomers | Gen X | Millennials | Gen Z | |
|---|---|---|---|---|
| Yes | 63.7% | 64.1% | 65.9% | 54.5% |
| No | 17.6% | 20.5% | 21.1% | 23.7% |
| Unsure | 16.1% | 13.2% | 10.2% | 15.5% |
| Prefer not to answer | 2.7% | 2.2% | 2.9% | 6.3% |
How to Recruit & Retain a Multi-Generational Workforce
Recruiting and retaining a multi-generational workforce requires a personalized approach, with considerations for each generation’s unique preferences. Here are five ways to bring workers of all ages into your talent pool, efficiently hire them, and keep them engaged as productive employees:
- Ensure your workplace offerings, benefits, and perks align with each group’s desires. For instance, Gen Z and millennials place high value on work/life balance and career growth opportunities, while Gen X prioritizes job stability and baby boomers seek flexible work arrangements as they near retirement. Offering a range of benefits, such as mental health support for younger workers, caregiver support for mid-career professionals, and retirement planning for older employees, can go a long way toward meeting diverse needs.
- Tailor recognition and development strategies to motivate and retain talent. To retain multi-generational talent, employers should also tailor recognition and development strategies. For example, millennials and Gen Zers want their hard work to be rewarded with advancement opportunities and skill-building programs, while boomers are more motivated by tangible rewards and additional time off.
- Tackle ageism head-on. Organizations must create and nurture a workplace that’s welcoming to employees no matter their age. Combat ageism with anti-bias training, educational programs, and mentorships. Establish and enforce inclusive policies and provide employees with safe channels for reporting incidents of discrimination. Review your job postings, career sites, and other employer branding elements to ensure they promote an age-friendly work environment.
- Encourage and enable mentorships. Encouraging mentorship between generations can build cohesion, promote knowledge sharing, and create camaraderie and respect across your workforce. Mentorships can also help upskill your employees and allow them to get outside of their comfort zones.
- Follow tried-and-true recruiting best practices. Communicate with all candidates throughout the hiring process (ghosting was a top job search challenge across generations), source talent from the platforms they most commonly use to find jobs (for example, Gen Zers increasingly rely on TikTok and Instagram), and make sure your job postings have age-inclusive language and reasonable requirements.
Next, we’ll share specific recruitment and retention tips tailored to each generation, based on our survey results.
How to Recruit & Retain Baby Boomers
To recruit and retain baby boomers, offer flexible work arrangements – 56.6% of boomers are interested in part-time roles, and 28.5% selected flexible work as their most desired employer offering aside from salary and benefits. Flexible hours or phased retirement options can keep this experienced group engaged, along with ample health and retirement-related benefits.
Baby boomer respondents also showed strong interest in positive, inclusive work environments: Nearly a quarter (24.6%) selected a positive work environment as their most desired employer offering. Meanwhile, 36.8% of baby boomers said they have experienced ageism at work or during their job search, so creating, nurturing, and promoting your workplace’s age-friendly policies and respect for people across generations is a must.
Baby Boomer Candidates At-a-Glance
| Most Important | Uniquely Important | Not Important | |
|---|---|---|---|
| Employment Types | Part-time jobs, full-time jobs | Freelance jobs | Internships |
| Job Search Resources | Job boards, networking | X (Twitter) | |
| Job Search Challenges | Employer ghosting, finding jobs they’re qualified for | Discrimination/bias | Employers not committed to DE&I |
| Valued Employer Brand Info | Employee testimonials/reviews | Customer reviews | Social media presence |
| Desired Non-Monetary Employer Offering | Flexibility | Positive work environment | Thriving company culture |
| Desired Benefits/Perks | Health insurance, PTO, 401(k) | Transportation benefits | Student loan repayment assistance |
| Preferred Recognition Methods | Tangible rewards, private recognition | Additional time off | Public recognition |
| Preferred Work Environment | In-person | Remote | Hybrid |
| Career Goals | Retiring | Keeping current position | Taking on a new position at current company |
| Career Concerns | Insufficient savings to retire | Discrimination/bias | Pay cuts |
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How to Recruit & Retain Gen X
Recruiting and retaining Gen Xers begins with highlighting job security (the top priority of 20.8% of Gen X respondents), and fair pay (31.3% of Gen Xers do not think they are paid fairly). Emphasize upskilling/reskilling, internal mobility, and competitive salaries and help them strike a healthy work/life balance.
Gen X also values flexibility, especially as many are juggling family commitments and are concerned with stress and burnout. Offering flexible work hours, remote work options, additional PTO, or compressed work weeks can be appealing. Likewise, showcase your comprehensive benefits package (health insurance, retirement plans, generous PTO, etc.) to attract and keep them aboard.
Gen X Candidates At-a-Glance
| Most Important | Uniquely Important | Not Important | |
|---|---|---|---|
| Employment Types | Full-time jobs, part-time jobs | Gig work | Internships |
| Job Search Resources | Job boards, search engines | Company websites | X (Twitter) |
| Job Search Challenges | Finding jobs they’re qualified for, employer ghosting | Writing/updating resume | Employers not committed to DE&I |
| Valued Employer Brand Info | Employee testimonials/reviews | Customer reviews | Community/charitable involvement |
| Desired Non-Monetary Employer Offering | Work/life balance | Job stability/security | Thriving company culture |
| Desired Benefits/Perks | Health insurance, 401(k), PTO | Employee discounts | Volunteer time off (VTO) |
| Preferred Recognition Methods | Private recognition, career advancement opportunities | Tangible rewards | Personalized thank you notes |
| Preferred Work Environment | In-person | Remote | Hybrid |
| Career Goals | Finding a new job | Getting a raise | Keeping current position |
| Career Concerns | Stress and burnout | Inability to find a new job that meets their needs | Lack of skills/training to grow career |
How to Recruit & Retain Millennials
Millennials are dialed into work/life balance – 42.9% of said work/life balance is their single most important non-monetary benefit. Promote hybrid work options, flexibility policies, and mental health and wellness resources to recruit and retain this group.
Additionally, 17.2% of millennials chose career advancement as a top employer offering, while career growth opportunities were the No. 1 way they wanted to be rewarded and recognized. Therefore, provide clear promotion paths, stretch projects, and mentorships to entice millennials.
Millennial Candidates At-a-Glance
| Most Important | Uniquely Important | Not Important | |
|---|---|---|---|
| Employment Types | Full-time jobs, part-time jobs | Freelance jobs | Internships |
| Job Search Resources | Job boards, search engines | Cold calls from recruiters | |
| Job Search Challenges | Finding jobs they’re qualified for, employer ghosting | Interviewing with confidence | Employers don’t share their values |
| Valued Employer Brand Info | Employee testimonials/reviews | Company culture details | Community/charitable involvement |
| Most Desired Non-Monetary Employer Offering | Work/life balance | Career growth opportunities | Thriving company culture |
| Most Desired Benefits/Perks | Health insurance, 401(k), PTO | Wellness programs | Tuition reimbursement |
| Preferred Recognition Methods | Career advancement opportunities, private recognition | Professional development opportunities | Peer recognition |
| Preferred Work Environment | In-person | Remote | Hybrid |
| Career Goals | Getting a raise | Finding a new job | Taking on a new position at current company |
| Career Concerns | Stress and burnout | Pay cuts | Discrimination/bias |
Recruiting & Retaining Gen Z
Hiring and motivating Gen Zers requires some new approaches to talent acquisition and management. Gen Z job seekers are more likely to be found on non-traditional job search platforms, such as TikTok (22.1%) and Instagram (20.3%), than other generations, and are open to communicating with employers via text message. Consider these unique preferences when searching for Gen Z talent.
Further, Gen Zers highly value a company’s commitments to DE&I, social responsibility, and mental health. Show how your company gives back and supports well-being – 35.5% of Gen Zers want mental health benefits, the most of any generation. Gen Zers are also eager to move up (and increase their salaries), so highlighting earning opportunities, professional development, and career paths are other ways to recruit and retain this generation.
Gen Z Candidates At-a-Glance
| Most Important | Uniquely Important | Not Important | |
|---|---|---|---|
| Employment Types | Part-time jobs, full-time jobs | Gig work | Consulting jobs |
| Job Search Resources | Job boards, search engines | TikTok | Cold calls from recruiters |
| Job Search Challenges | Finding jobs they’re qualified for, employer ghosting | Employers’ unrealistic requirements | Too many employers don’t share their values |
| Valued Employer Brand Info | Customer testimonials/reviews | DE&I commitments | Recent news articles |
| Most Desired Non-Monetary Employer Offering | Work/life balance | Career growth opportunities | Thriving company culture |
| Most Desired Benefits/Perks | Health insurance, 401(k), PTO | Mental health benefits | Tuition reimbursement |
| Preferred Recognition Methods | Career advancement opportunities, private recognition | Public recognition | Personalized thank you notes |
| Preferred Work Environment | In-person | Hybrid | Remote |
| Career Goals | Finding a new job | Starting own business | Taking on a new position at current company |
| Career Concerns | Stress and burnout | Lack of skills/training to grow career | Layoffs |
Conclusion
With four generations actively participating in today’s workforce, a one-size-fits-all approach to recruiting and retention is not the best strategy. Employers should tailor their efforts to appeal to each generation’s career motivations, job search habits, and workplace expectations. At the same time, ageism must become a phenomenon of the past, as employers need to nurture environments that respect workers of all ages. Ultimately, organizations that embrace generational differences and design inclusive workplace experiences will be best positioned to attract and engage top talent.
Appendices
Survey Respondent Demographics
Breakdown of Respondents by Generation:
| Baby Boomers (born between 1946–1964) | 24.9% |
|---|---|
| Generation X (born between 1965–1980) | 24.9% |
| Millennials (born between 1981–1996) | 25.1% |
| Generation Z (born between 1997–2012) | 25.1% |
Respondents’ Employment Statuses
What is your current employment status?
| Baby Boomers | Gen X | Millennials | Gen Z | |
|---|---|---|---|---|
| Employed full-time (40+ hours per week) | 37.1% | 57.9% | 63.4% | 35.1% |
| Employed part-time (<40 hours per week) | 33.4% | 18.8% | 16.0% | 22.5% |
| Unemployed | 7.6% | 13.2% | 12.6% | 11.4% |
| Student | 0.2% | 1.5% | 2.7% | 26.4% |
| Homemaker | 0.5% | 2.4% | 3.1% | 2.9% |
| Retired | 17.1% | 2.0% | 0.2% | 0.0% |
| Disabled | 1.5% | 2.4% | 1.0% | 0.5% |
| Other | 2.7% | 1.7% | 1.0% | 1.2% |
Respondents’ Job Search Statuses
Are you currently seeking a new job?
| Baby Boomers | Gen X | Millennials | Gen Z | |
|---|---|---|---|---|
| Yes | 25.9% | 37.2% | 48.2% | 52.3% |
| No | 58.8% | 53.5% | 44.8% | 29.1% |
| Unsure | 15.4% | 9.3% | 7.0% | 18.6% |
Research Methodology
iHire surveyed a Qualtrics market research panel of 1,645 U.S. workers representing four generations: baby boomers, Gen Xers, millennials, and Gen Zers. Surveys were fielded in March 2025, and data was collected through the Qualtrics XM platform. All percentages are rounded to the nearest tenth. For many questions, multiple answers could be selected, so percentages add up to a sum greater than 100%. In some instances, survey questions were skipped by an individual respondent.
Related Resources
iHire’s Employer Resource Center
iHire’s Hiring Reports & Research Library
iHire’s Library of Webinars & Masterclasses
Hiring Solutions
Gen Z in the Workforce [Report]
2025 Toxic Workplace Trends [Report]
About iHire
iHire is a leading employment platform that powers a family of 57 industry-focused talent networks, including WorkInSports, iHireVeterinary, iHireDental, iHireConstruction, and iHireChefs. For more than 25 years, iHire has combined advanced job matching technology with our expertise in the talent acquisition space to connect job seekers with employers in their desired sector. With an industry-specific, candidate-centric, and data-driven approach to recruitment, iHire helps candidates find meaningful work and employers find unique, high-quality talent – faster, easier, and more effectively than a general job board. Visit www.iHire.com for more information.
