Two employees from different generations collaborate at a conference table.

How Nonprofits Can Recruit Across Generations on LinkedIn

For the first time in history, workforces around the world are made up of people from five different generations. With 89% of talent professionals agreeing that a multigenerational workforce makes an organization more successful, your nonprofit might be asking questions like, “How do you recruit the younger generation?” Or, if your workforce skews fairly young, maybe you’re looking to attract more applicants who are a little older. 

There are people from virtually every generation on LinkedIn, which makes it an ideal platform for recruiting a multigenerational workforce. But if your job posts aren’t currently attracting an age-diverse candidate pool, you may need to make some adjustments. Read on to learn how to attract Gen Z employees, how to attract Millennials, how to attract Gen X and more. 

1. Avoid unintentional age bias in job descriptions

A well-written job description is one that speaks to a diverse, qualified audience. But certain words and phrases can signal to older candidates that your nonprofit isn’t looking for people like them. Here’s some potentially off-putting language to avoid in your job descriptions:

  • Young and energetic” 

  • “Digital native”

  • “Work hard/play hard”

  • “Dynamic”

  • “Youthful”

At the same time, words like “mature” may turn away younger candidates. And if your job description asks for multiple years of experience for a role that doesn’t truly require it, candidates who are just starting their career may hesitate to apply. 

2. Include a clear, informed value proposition

Proactively reaching out to professionals on LinkedIn about jobs you think they’d be perfect for can be a great way to attract talent across all generations. To encourage people to respond to your messages, it’s best to include some enticing details about the job and your nonprofit in the very first message. 

The specific details you choose to include may be informed by what people from their generation typically look for in a job. When hiring Millennials, for instance, equity and transparency commitments can catch their eye. Gen Z, meanwhile, may place a higher value on training opportunities than their older peers.

That said, every person is different, and many people from different generations are ultimately looking for the same things: a greater sense of purpose and work that fits around their life. If you’re communicating a strong, clear value proposition, it will likely appeal to people across multiple generations, so don’t get too hung up worrying about what any one generation wants.

3. Highlight age-diverse talent on your LinkedIn Career Page

A LinkedIn Career Page is an opportunity to get candidates’ attention and position your nonprofit as a great place to work. With a Career Page, you can bring your nonprofit’s story to life through images, videos, employee testimonials, and more. But is the story you’re telling resonating with employees across multiple generations?

Aim to feature employees of all ages on your LinkedIn Career Page and other employer branding content. Ask yourself, will Millenial candidates see themselves represented? What about Gen X and Baby Boomers? What about Gen Z? Choosing imagery that features employees across multiple generations collaborating successfully lets candidates know that your nonprofit values the different skills, perspectives, and experiences that a multigenerational workforce can bring. 

Interested in learning more about how your nonprofit can use LinkedIn solutions to build a world-class workforce? Get in touch with our team today.

Find exceptional nonprofit talent with LinkedIn for Nonprofits.