Ron van Haeff
Director Interim Services
Or: how to attract the generation that still remembers fax machines… in 2025.
We often talk about Gen Z as if they are the only generation that exists (“They want what? Two sabbaticals a year?!”). But before the TikTok generation took the stage, there was a generation quietly keeping the world running: Generation X.
Born between 1965 and 1980, raised without the internet but with cassette tapes, and brought up with the classic motto: “Act normal, that’s crazy enough.” No drama. No hype. Just deliver.
And that is exactly why you need to approach them very differently in recruitment.
Who is Generation X?
Gen X is the generation that started in an analog world, witnessed the digital revolution, and adapted without complaint. They can work with Outlook, Teams, Slack, and, if absolutely necessary, even SharePoint.
They survived: oil crises, rounds of reorganizations, performance reviews before the word coach even existed, and kids sharing their Netflix password with half the school.
The result? Pragmatic professionals with a radar for nonsense and a deep sense of responsibility.
Familiar Gen X Scenes
Every organization has them:
- The senior specialist who rescues the team when the Excel formulas have declared war.
- The manager who says: “I am in favor of change… as long as there’s a plan, a budget, three risk analyses, and a realistic deadline.”
- The professional who scrolls through your employer branding campaign and thinks: “Cute, the ping-pong table. But what about my pension?”
How to Approach Generation X
1. Channels: professional & efficient
No TikTok dances, no glittery Instagram stories. They are not impressed by hashtags. They are impressed by:
- a clear LinkedIn InMail,
- a straightforward email,
- or a phone call that explains, in plain terms, why you’re reaching out.
2. Tone of voice: straightforward, honest, concrete
Include: what the role really involves, how much autonomy they have, how success is measured, and why it is not just a “role through the revolving door.”
No fluff. No buzzwords.
3. Proof: facts, please
Gen X loves: case studies, KPIs, references, and real examples of impact.
“We are a dynamic organization” says nothing. “We improved our efficiency by 18% last year” says everything.
How to Attract and Retain Them
- Stability and conditions
A good salary matters. A solid pension matters even more. They often have mortgages, families, and sometimes aging parents to care for. In short: security scores high.
- Autonomy
Gen X knows how to get work done. Give them a goal, not micromanagement. They micromanage themselves enough already.
- Mastery & impact
This generation values craftsmanship. They want to use their experience to make a real difference. not just tick boxes for KPIs.
- Meaningful development
No endless soft-skills workshops. Yes to: targeted certifications, serious masterclasses, mentoring younger colleagues.
Practical Recruiter Insights
Hybrid work → Yes, but with clarity. Monday at home? Then really Monday at home.
Salary → Important. Keep it transparent, no nonsense.
ESG/CSR → Fine, as long as it is not just a façade. Their bullshit detector is at level 100.
Loyalty → Handle it right, and they stay for the long haul.
Management style → Direct, respectful, results-oriented.
Communication → Prefer solid updates over flashy teasers.
Benefits that matter → Pension, healthcare, extra leave, bonuses tied to measurable results.
Conclusion: The Gen X Recruitment Formula
If you want to attract Generation X, remember one thing:
They do not want glitter. They do not want hype. They want to know what the work is, why it matters, and whether you are trustworthy.
Hit that tone right? You will have a generation quietly, unflappably, and with dry humor, delivering even the toughest projects successfully.
