Age-Old Questions - How Generational Diversity Impacts the Recruitment Process
Tracks
Breakout Session 4
| Tuesday, January 14, 2025 |
| 9:00 AM - 10:00 AM |
| Tidepool 5 |
Overview
Tidepool 5
Details
In today's multigenerational workforce, understanding and catering to the unique needs and preferences of each generation is crucial for successful recruitment and retention. This presentation delves into the nuances of generational diversity, providing insights into communication styles, values, and motivators to help organizations attract and engage top talent.
Speaker
Marcie Glenn
Chief Talent Strategist
Another Source
Age-old Questions - How Generational Diversity Impacts the Recruitment Process
Abstract
In today's multigenerational workforce, understanding and catering to the unique needs and preferences of each generation is crucial for successful recruitment and retention. This presentation delves into the nuances of generational diversity, providing insights into communication styles, values, and motivators to help organizations attract and engage top talent.
Key Takeaways:
Self-Awareness and Audience Understanding: Effective recruitment begins with self-awareness and an understanding of potential biases among the interview/search committee.
Understanding Generational Dynamics:
Do you know the common preferences and motivators of the generations in today’s workforce?
Addressing Unconscious Bias: Recognize and address unconscious biases that can hinder hiring decisions. Common examples include assumptions about job-hopping, retirement plans, or a candidate's desire for growth opportunities.
Crafting Generational-Specific Job Postings: Job descriptions should be crafted to resonate with a multigenerational audience.
Structuring an Inclusive Interview Process: Design an interview process that accommodates different communication styles and preferences.
Recognizing the distinct preferences and expectations of each generation is essential for tailoring recruitment strategies accordingly. By embracing generational diversity, organizations can foster a more dynamic and inclusive workplace, driving innovation and achieving sustainable success.
Key Takeaways:
Self-Awareness and Audience Understanding: Effective recruitment begins with self-awareness and an understanding of potential biases among the interview/search committee.
Understanding Generational Dynamics:
Do you know the common preferences and motivators of the generations in today’s workforce?
Addressing Unconscious Bias: Recognize and address unconscious biases that can hinder hiring decisions. Common examples include assumptions about job-hopping, retirement plans, or a candidate's desire for growth opportunities.
Crafting Generational-Specific Job Postings: Job descriptions should be crafted to resonate with a multigenerational audience.
Structuring an Inclusive Interview Process: Design an interview process that accommodates different communication styles and preferences.
Recognizing the distinct preferences and expectations of each generation is essential for tailoring recruitment strategies accordingly. By embracing generational diversity, organizations can foster a more dynamic and inclusive workplace, driving innovation and achieving sustainable success.
Biography
Marcie began her career at Ernst & Young, LLP in Seattle, focusing on sales pursuits within the Audit/Tax Practice before transferring to the consulting arm in Dallas, Texas. In 2000, she joined Another Source, taking a leadership role as the company founder, Jan Scott, approached retirement. Driven by the same discipline she honed as a competitive tennis player, Marcie expanded the firm’s operations down the West Coast and pivoted towards specializing in the higher education sector in 2009.
Since becoming CEO in 2006, Marcie has positioned Another Source as a key player in higher education recruitment, serving prestigious clients like the California State University System, the University of California System, Stanford University and many others. The firm has gained recognition for its progressive recruitment processes, notably winning the "Most Progressive & Inclusive Recruitment Process 2023-West Coast" award. This accolade reflects the firm's commitment to dismantling systemic inequality and fostering diversity. Marcie is a Certified Diversity Sourcing Specialist.
Marcie's journey is a narrative of relentless pursuit of excellence, strategic growth, and a profound understanding of client needs. Her contributions have not only propelled the company to new heights but have also significantly impacted the staffing landscape in higher education.
Bradley Olin
Vice President And Chief Financial Officer
Age-Old Questions - How Generational Diversity Impacts the Recruitment Process
Biography
With nearly 15 years of experience in higher education financial management, Dr. Bradley Olin serves as the Vice President for Business & Financial Affairs and Chief Financial Officer for Cal State Channel Islands. Most recently, he worked in the California Community College system, serving as the Vice President of Finance and Administrative Services and Chief Business Officer at Cabrillo Community College District. Dr. Olin has prior CSU experience both at the systemwide level at the Office of the Chancellor and campus experience at San José State University as Director of Budget Planning & Risk Management and Associate Vice President for Academic Budgets & Planning. Dr. Olin earned his Bachelor of Arts in Spanish and Latin American Studies from Cornell College in Iowa, his master's degree in Public Administration from the University of Southern California, and his Doctorate in Educational Leadership from California State University, Long Beach. He is the father of two teenage daughters, and is passionate about trail running, mountain biking, and seeking new outdoor adventures.
