In 2025, the workforce spans four generations, each with unique expectations, challenges, and career goals. iHire’s latest research report, Inside the Multi-Generational Workforce: Recruiting, Retaining, Managing & Motivating Talent of All Ages in 2025, explores insights from 1,645 U.S. workers representing Baby Boomers, Gen X, Millennials, and Gen Z. This report reveals critical trends affecting recruitment, retention, and workplace culture across age groups.
Ageism in the Workplace
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Age discrimination is prevalent among Baby Boomers and Gen Z: 36.8% of Baby Boomers and 39.7% of Gen Z reported age-based differential treatment at work or during job searches.
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Stereotypes impact all generations: Over 40% across all groups believe employers hold inaccurate perceptions about their generation (Baby Boomers: 46.8%, Gen X: 40.6%, Millennials: 44.8%, Gen Z: 50.1%).
Job Search and Career Growth Challenges
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Consistent job search struggles: All generations face difficulty finding qualified job matches (30.3% to 33.7%) and frustration with employers not responding to applications (28.6% to 35.8%).
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Interviewing and resume challenges: Confidence in interviewing and resume writing remain difficult across age groups, with millennials struggling the most (25.7% in interviews).
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Stress and burnout concerns: Gen Z (46.2%) and Millennials (39.7%) are especially worried about stress impacting their career and job search.
Career Goals and Aspirations
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Job hunting intensity: Gen Z (26.4%) and Gen X (21.5%) are more actively seeking new jobs compared to Baby Boomers (18.3%) and Millennials (17.9%).
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Entrepreneurial ambitions: Gen Z (14.8%) and Millennials (12.8%) show greater interest in starting their own businesses than older generations.
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Preference for new jobs over promotions: Fewer than 10% in any generation prioritize promotions or new roles within their current employer.
Salaries, Benefits, and Workplace Perks
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Work/life balance matters more to younger workers: 43.1% of Gen Z and 42.9% of Millennials prioritize work/life balance, compared to lower percentages in Gen X (31.8%) and Baby Boomers (23.4%).
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Perceptions of pay fairness: Gen X (31.3%) feel the most underpaid, followed by Baby Boomers and Millennials (~26%).
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Preference for in-person work: The majority across generations prefer 100% on-site work rather than remote or hybrid arrangements.
As the workforce continues to evolve with multiple generations working side by side, employers must tailor recruitment and retention strategies to address distinct generational challenges, preferences, and career goals. Creating inclusive, flexible, and supportive work environments can help organizations attract, motivate, and retain talent across all ages, driving innovation and resilience into the future.
