Each generation plays their cards in work interviews

The Work interviews They represent a thermometer to discover what attitudes present the candidates of the different generations before a work environment as competitive and changing as the current one. Each generation conceives use in a very different way and that is being done especially evident with the arrival of the Z generation to the labor market.

The report of the Hays consultant ‘Keys to succeed in a job interview according to the generation‘, puts the focus on how each generation present in the current labor market faces the challenge of a job interview.

Each of them Show notable differences that go beyond age and affect communication, preparation and ability to adapt to change. A quality encompassed between Soft skills highly valued by companies.

Generational weights

The coexistence of four generations in the Spanish labor market is a reality that forces both candidates and employers to rethink their strategies. A candidate of the Baby Boom generation who barely has a few years of professional activity but that treasures an enormous experience, Does not face work interviews in the same way that someone from the Z generation who has barely started their career.

According to Study data ‘The generational mix in Spanish companies’Prepared by PLUXEE, the 2021 Active Population Survey (EPA) drew a generational composition of 19% of the active population in Spain belonging to the Baby Boom generation.

Generation X adopts a predominant role with 45%, followed by 31% of millennial employees and 5% of professionals from generation Z. The forecast of this study by 2025 is that Boomers and generation Z are equated at 8% presence in the labor market, but with very different strategies.

More experience vs. Better preparation

The experience and commitment It is one of the greatest treasures of generations that, at best, has already exceeded the equator of its careers, and play that letter to maintain their value in the labor market.

As stood out from Hays, boomers tend to show a flexible attitude and a constant update in digital skills in their work interviews, while generation X strives to remain in force and adapt to new work dynamics.

For their part, millennials and gene generation compete In a saturated labor market, where the abundance of very well qualified profiles generates constant pressure and significant anxiety levels. This competitiveness forces the youngest to differentiate not only by Your technical knowledgebut also for its ability to adapt and alignment with the values ​​of the company.

“Baby Boomers usually extend too much on their answers or focus exclusively on their last experience. Generation X can be excessively conservative. Some millennials tend to trust more on their technical skills than in the impact generated. And generation Z, sometimes, sin of informality or insecurity,” said Silvia Pina, director of Perm & Temp Recruitment Services in Hays Spain.

As Hays’s report stands out, the most senior profiles are evaluated for their leadership capacity and strategic vision, while the youngest are measured by their growth potential. According to Andy Jassy, ​​CEO of Amazon, beyond the knowledge or preparation of young people, the most important thing is that demonstrate a positive attitude when acquiring new skills.

Differences in what is expected of companies

The Differences between generations Not only are they offering, but they also change in what they expect from the companies that hire them. Baby Boomers value FORMAL SELECTION PROCESSES and structured where a clear order is perceived that does not waste their time.

For its part, generation X seeks clarity in the selection processes and development opportunities of your career. It is an approach close to that of the Baby Boomers in terms of valueing their experience, adaptability and teamwork skills, but does not forget that this generation still has decades ahead of the work career.

Millennials and gene generation, on the other hand, are perceived as generations of the future of work. According to Hays, they prefer nearby interviews with continuous feedback and a strong alignment with the company’s values. This is collected by the ‘Labor Market Guide 2025 ‘which reveals that 64% of young professionals prioritize working in companies that have a defined purpose, and that offer learning opportunities to grow in their professional career above promotions.

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