Despite all of the news about the historically low unemployment rate, the job market is a tough one, especially for Generation X job seekers. Gen Xers looking for work may find it difficult to change jobs or re-enter the job market. 

Instead of hiring older, more experienced workers, companies gravitate toward recruiting and hiring much younger people. This effectively freezes older workers out of the job market. Why do companies look for and actively recruit younger workers? The reasons may or may not surprise you. 

1. Affinity Bias

We’d like to believe that the hiring process is fair to all applicants, but we know that’s not the case. This can be attributed in part to something known as affinity bias, which is one of several unconscious biases that exist in the hiring process. 

With affinity bias, hiring personnel tend to gravitate toward applicants who are most like themselves. The applicant and the person in charge of hiring share commonalities, such as attending the same college or knowing the same people. If they’re hired based on these criteria, that’s affinity bias. 

2. Innovative Ideas 

For many employers, younger generations of workers bring innovation to the workforce. Instead of embracing the business-as-usual model, these workers bring creativity to their jobs that may not have existed before. 

Out-of-the-box thinking is more than just a catchphrase that’s thrown around the work environment; it’s an ideal many employers encourage. They feel younger workers can be counted on to bring fresh ideas to the table. 

3. Technology Skills

Millennials and Gen Z workers have been surrounded by technology since they were born. It’s no surprise that they have become subject matter experts in all things tech. Their high interest in technology is of considerable appeal to companies looking to modernize.

Because younger people have such a strong interest in tech, they’re usually on the cutting edge of what’s new and innovative. Bringing their immense tech skills into the workforce makes them a valuable asset to employers. 

4. Adaptability 

Fitting into a company’s culture and supporting its mission and goals as a new employee is challenging for anyone. Employers think that more youthful workers can easily adapt to new situations, more so than older workers. 

Younger, less experienced workers are more likely to buy into a company’s vision and objectives than older workers, who may pose valid questions based on their years of experience. Employers prefer someone who’ll toe the company line. 

5. Demand Less Pay

Companies are about their bottom line, which means saving money whenever possible. Keeping salaries low is an easy way to reduce costs. Millennials and Gen Zers want to gain experience, so they’re willing to work for less. 

Having a workforce willing to accept lower wages for the privilege of working is quite short-sighted. By adopting this approach, employers can easily find young prospective employees but are missing out on the knowledge and expertise Gen X brings to the table. 

6. Enthusiasm and Energy 

Employers like having younger staffers because of their perceived enthusiasm and energy. Their willingness to learn and take on new tasks is of great interest to business leaders. They want an eager workforce on the ready.

Young people do have an energy that’s unique to them, and companies tap into it to meet their objectives. The enthusiasm they have is reflected in their work ethic in that they’re willing to go the extra mile to meet what’s required.. 

7. Long Term Employees 

Younger people who are looking to start a professional career tend to be in their 20s. That means they have at least four or more decades of work ahead of them before they can retire. Employers see this as a positive.

Members of Gen X are rapidly approaching retirement age. Employers may find it hard to see them as part of a company’s long-term strategic planning because they will have fewer years invested as opposed to millennials and Gen Z. 

8. Less Intimidating 

Hiring managers and human resource staffers may find the idea of a Gen X worker more than a bit intimidating. Gen Xers bring with them a wealth of knowledge and experience navigating workplace politics, which should be a plus but is seen as a liability.

Because they’re so new and inexperienced, millennials and Gen Z aren’t perceived as a threat to prospective employers because, unlike Gen X, they don’t go to interviews with greater insights than the people interviewing them. 

9. Connections 

Millennials and Gen Z are more than just plugged in when it comes to technology, they also have good connections with their peers in other fields. These connections can be useful in their careers, especially when it comes to innovation. 

Gen Xers also have connections within their own peer groups, but these may not be seen as useful to companies. They’re looking for fresh ideas and input from younger voices who may be more attuned to what’s on the cutting edge. 

10. More Compliant 

Rightly or wrongly, there’s a perception that hiring Gen Xers means dealing with stubborn employees who only want to do things their way, while millennials and Gen Z are more willing to do as they are told by their superiors.

While it is true that younger workers are more hesitant to rock the boat, the idea of noncompliance is an unfortunate stereotype that haunts Gen Xers who are either seeking to change jobs or reenter the workforce. 

11. Easier to Mold

Employers equate younger workers to bricks of clay: they feel they’re ready to be molded into the company’s image. Because they’re entering into their careers with little to no professional experience, younger workers are more impressionable. 

Gen X professionals have years, even decades of professional work experience under their belts. It’s not that they’re unable or unwilling to learn something new, it’s that they already know the ropes and need less coaching, something employers find off putting. 

12. Willing to Work Long Hours 

Gen X workers have already paid their dues working long hours five, six, seven days a week. They’ve reached a point in their personal lives and careers that they don’t have to do that anymore, and they’ve earned that right. 

Millennials and Gen Z have the energy and drive to put in the long working hours, even if that means working on their days off. That type of hunger is what companies are looking for when staffing, and it works to the benefit of the younger generations.