Building a Multigenerational IT Team: A Guide for Hiring Managers

As technology continues to evolve at an unprecedented pace, the need for diverse and adaptable IT teams has never been more critical. One effective way to achieve this is by building a multigenerational team; believing that IT is a young person’s game won’t cut it any more. This approach not only brings together a wealth of experience and knowledge but also fosters a culture of innovation and collaboration.

The Benefits of a Multigenerational IT Team

• Diverse perspectives: People from different generations have unique experiences and viewpoints that can contribute to problem-solving and decision-making. When your formative years and reference points are different, you can reach more innovative and creative solutions.
• Enhanced knowledge base: Older generations often possess deep domain expertise and institutional knowledge, while younger generations are typically more tech-savvy and adaptable to new technologies. Combining these strengths can create a powerful knowledge base.
• Improved collaboration: Intergenerational teams can foster stronger relationships and improve communication skills. By working together, team members can develop a better understanding of each other's perspectives and learn from one another.
• Increased employee satisfaction: A diverse and inclusive workplace can lead to higher employee satisfaction and retention rates. When employees feel valued and respected, they are more likely to be engaged and productive.

How to Recruit a Multigenerational IT Team

1. Define your team's goals and needs: Clearly articulate the skills, experience, and qualities you are looking for in your IT team members but avoiding stereotyping. This will help you identify candidates who can contribute to your team's success without picturing someone of a certain age.
2. Consider your company culture: Your company culture should be welcoming and inclusive to attract candidates from all generations. This means creating a workplace where everyone feels valued and respected. We advise against using euphemisms that can mean ‘young’ without saying ‘young’ such as dynamic, energetic and sociable.
3. Focus on skills and potential: When evaluating candidates, prioritise their skills, experience, and potential for growth. Look beyond age and consider the unique value each candidate can bring to your team. A 50 year old looking for stability before retirement may well stay longer in your team than an ambitious 25 year old.
4. Offer competitive compensation and benefits: Ensure that your compensation and benefits packages are competitive and attractive to candidates from all generations. Younger employees may want less emphasis on pensions. Parents and those with caring responsibilities may appreciate more flexible work arrangements.
5. Create a welcoming onboarding process: A positive onboarding experience can help new team members feel welcome and valued. Provide them with the necessary training, support, and resources to succeed in their new role.
6. Bring your policies up to date: By giving thought to your policies that will help different age groups, you will demonstrate practically that you are serious about welcoming multigenerational teams. This might include your policies around leave for caring responsibilities, menopause, ED&I or whether you allow second jobs (side hustles).

By following these guidelines, you can build a multigenerational IT team that is both diverse and high-performing. This will not only help your organisation stay competitive in today's rapidly changing technological landscape but will also create a more fulfilling and rewarding work environment for all team members.