Recruiting Across Generations: Are Businesses Missing Out on Great Talent?

Becki Ashley, Partner at Inc. Consulting, sat down with UnLTD Business about the opportunities and challenges presented by today's multi-generational workforce.

With five generations now active in the workplace, organisations are having to think differently about attraction, retention and engagement. In this article, published in UnLTD Business, Becki shares her thoughts on why businesses that broaden their hiring approach are gaining a competitive edge.

Why is recruiting across generations becoming such a priority for businesses?

For the first time, five generations are working side by side. This creates a real opportunity to bring together different perspectives and experiences. But if your hiring approach only appeals to one generation, you risk creating an echo chamber rather than a high-performing and varied team.

The strongest businesses actively widen their lens - not just because it is inclusive, but because it leads to better decisions, stronger performance and a more resilient workforce.

 

Are businesses still getting caught out by age bias?

Yes, and often unintentionally. We still hear language such as "young and ambitious" or concerns about someone being "too experienced". In most cases, what businesses actually want is the right attitude, adaptability and impact - qualities that are not tied to a particular age.

The risk is that decisions are made based on assumptions rather than evidence. When the focus shifts to skills, behaviours and potential, the talent pool becomes broader and stronger.

 

What does a strong multi-generational team look like in practice?

It is about balance. Individuals bring fresh thinking and new approaches, while those with deeper commercial awareness or technical expertise can sometimes challenge ideas to be challenged, refined and strengthened, while knowledge is shared and developed.

Diversity of thought drives innovation - but it only happens when businesses avoid hiring people who think, act and approach challenges in the same way. When organisations move away from hiring in their own image, they build stronger, more effective teams.

At Inclusive, we have worked with companies that were initially hesitant to bring in talent outside their usual scope. Over time, many have recognised the value of taking that broader approach.

 

There is a lot of talk about generational differences - how much should businesses pay attention?

It is a fine balance. General trends can be useful in helping businesses assess how best to engage, but over-reliance can lead to one-size-fits-all approaches.

Assuming early-career candidates prefer digital communication, or that more experienced professionals are motivated solely by pensions and stability, can lead to missed opportunities.

In practice, there is often more alignment than businesses expect. Salary, company culture and, increasingly, flexibility consistently emerge as priorities across all demographics.

 

What practical changes can businesses make to attract talent across all generations?

There are several simple but effective shifts:

• Start with outcomes, not assumptions.
• Define what success looks like in the role and the skills needed to deliver it. This keeps the focus on capability rather than profile.
• Review how roles are positioned.
• Language shapes who applies. Messaging should be clear, inclusive and reflective of what the business genuinely offers.
• Offer multiple ways to engage. Some candidates apply quickly and digitally. Others want more detail and conversation before taking a step. A strong process accommodates both.
• Be clear about your employee value proposition.
• Whether it is progression, stability or flexibility, clarity builds trust and resonates across age groups.
• Create space for different perspectives in hiring decisions.
• Diverse interview panels help challenge assumptions and reduce bias.

 

How important is flexibility when appealing to a multi-generational workforce?

It is one of the most significant drivers currently. Flexibility is not just about hybrid working - it includes how people structure their work, develop professionally and balance priorities. This will look different for everyone, regardless of age. Businesses that offer greater flexibility and autonomy tend to attract and retain a broader talent pool.

 

And ultimately, what is the commercial impact?

Better hiring leads to stronger teams and improved performance. Experienced employees bring knowledge and guidance, while new perspectives challenge thinking and drive change. Bringing both together supports stronger succession planning and more consistent performance over time.

 

Recruiting across generations isn't about ticking a diversity box. It's about recognising that great talent comes in many forms, and that different experiences, perspectives and backgrounds strengthen organisations. The most successful businesses aren't hiring for age – they're hiring for capability, potential and cultural contribution.

At Inc. Consulting, we're passionate about helping businesses build diverse, high-performing teams that reflect the world around them. If you'd like to explore how your organisation can attract and retain talent across all generations, we'd love to hear from you.

Contact Becki Ashley for a conversation about your hiring challenges, future workforce plans, or upcoming recruitment needs