iHire has officially published the results from a new research report named “Inside the Multi-Generational Workforce: Recruiting, Retaining, Managing & Motivating Talent of All Ages in 2025.”
Going by the available details, this report is based upon iHire’s survey, which covered Qualtrics market research panel of 1,645 U.S. workers, representing four predominant generations in the workforce: baby boomers, Gen X, millennials, and Gen Z.
More on that would reveal how iHire’s research treads up a long distance to examine job search habits, career aspirations, and workplace preferences of each generation, documenting key differences and similarities.
Talk about the components covered in iHire’s latest report, we begin from its focus on ageism in the workplace. Here, age discrimination was found to be most prevalent in baby boomers and Gen Zers. It happens to be the case because an estimated 36.8% of baby boomers and 39.7% of Gen Zers said they had been treated differently because of their age at work or during their job search.
We must also dig into how well over 40% of each age group (baby boomers: 46.8%, Gen X: 40.6%, millennials: 44.8%, and Gen Z: 50.1%) said they believe today’s employers hold inaccurate perceptions about their generation.
The next component unpacked by iHire’s study was job search and career growth challenges. Basically, candidates from every age group were deemed to be in a constant struggle even when finding jobs they are qualified for (baby boomers: 30.7%, Gen X: 30.3%, millennials: 32.0%, and Gen Z: 33.7%). Not just that, they also emerged as largely frustrated by employers ghosting them/not responding to their applications (baby boomers: 29.3%, Gen X: 35.7%, millennials: 28.6%, and Gen Z: 35.8%).
Another pattern uncovered in this particular area relates to how basic job search competencies, such as interviewing and resume writing, don’t get easier with age and experience. You see, nearly 25.7% of millennials, 23.7% of Gen Xers, 20.8% of Gen Zers, and 18.8% of baby boomers struggle with interviewing confidently, whereas on the other, approximately 1 in 5 respondents from each generation said they grapple with writing or updating their resume.
Beyond that, stress and burnout also seeped into the final report as major factors affecting employees’ well-being, considering when asked which challenges they expect to impact their career and/or job search in the next year, Gen Z (46.2%) and millennials (39.7%) were found to be most concerned about stress and burnout.
Moving on, career goals would be third biggest component covered by iHire’s report. This aspect will inform investigators that Gen Z (26.4%) and Gen X (21.5%) are more likely to find new jobs, as compared to 18.3% of baby boomers and 17.9% of millennials.
Gen Z and millennials, markedly enough, were also found to be the most interested in entrepreneurship, with 14.8% of Gen Zers and 12.8% of millennials wanting to start their own businesses, pitted against 8.3% of Gen Xers and 4.6% of baby boomers.
However, from the ones who still prefer a job, candidates of all ages reported they are more inclined to seek a new job elsewhere than move up at their current company. In fact, less than 10% from any generation selected getting a promotion or taking on a new position at their current organization as their top career goal.
The final component in this report was made up by salaries, benefits, and workplace perks. Upon being asked to choose the most important employer offering besides benefits and salary, 43.1% of Gen Zers and 42.9% of millennials chose work/life balance, while 31.8% of Gen Xers and 23.4% of baby boomers said the same.
Apart from that, the Gen X generation also claimed that they are most likely to believe they aren’t paid fairly. From a statistical standpoint, 31.3% of Gen X respondents said they don’t think they are paid fairly at their current or most recent job, compared to 26.3% of baby boomers, 26.2% of millennials, and 20.8% of Gen Z.
The largest proportions of baby boomers (43.2%), Gen X (56.2%), millennials (45.3%), and Gen Z (55.9%) also reported a preference to work in person (100% on-site work) versus working exclusively remotely or in a hybrid setting.
