Part 3: Benefits of Hiring Echo-Boomers Over Gen X

Again, what is the benefit to employers to skip over Gen X and focus on this younger generation?

Employers see a diverse population (more than ever in the workplace): 35 percent are non-white.  Their life style is extremely tolerant, believing in inclusion for all in whatever community they become involved.  This translates to a work force that wants to get along with co-workers, wants to please their bosses, and feels obligated to help their team achieve success.

The trend seems to be following a preference for this younger group.  The explanation from some consulting firms is that companies will be able to leap frog the higher salaries of the Gen X workforce. Companies are also looking at reducing benefits and pension/retirement funding. Rather than take benefits away from their existing workforce, companies find it easier to recruit new employees and offering their leaner benefit package.

The Gen X workforce has, more than the Boomers, left the structure of Corporate America to strike out on their own.  Since they are the smallest workforce this entrepreneurial exodus contributes to their dwindling numbers.  Some of the ‘cusp’ (mid – late forties) Gen X employees are taking offered packages thereby lowering their numbers even more as an available workforce.

Employers are poised at a unique junction in workplace history.  They are able to re-design company goals and policies around a work force that promises the ‘throwback’ qualities of stability and loyalty and the cutting edge technological skills that are as natural to them as breathing.  This ‘best of both worlds’ blend might be the generation of American workers ideally suited to carry America forward in a wired world where the pace of competition ever accelerates.