What a Boomer, Gen X’er, Millennial, Gen Z, and Gen Alpha Taught Me About Job Descriptions 

The Problem with “Targeting” Generations 

We rewrote a job description five different ways: Boomer. Gen X. Millennial. Gen Z. Gen Alpha. 

Same role. Different vibes. And guess what? It didn’t matter. Each version missed the mark. The truth? 

Generational labeling distracts us from what actually matters in the recruiting process. You don’t need a Gen Z tone or a Boomer checklist. 

You need clarity. You need a performance profile. You need a true story. 

You need to create a role that speaks to the future, not just the present. Because let’s face it, your job isn’t static, and neither are people. 

And the data backs it up: over 50% of job seekers feel negatively about ageist or generational language in job postings—terms like “energetic” or “digital native” don’t inspire trust, they alienate (Insights for  Professionals). Using generational and dynamic language like this can also land you in hot water with the EEOC. 

Stop Writing for Stereotypes. Start Writing for Impact. 

Too often, we find ourselves writing job descriptions based on trends, market conditions, or what we think will “resonate” with certain generations. But here’s the reality: 

People change. Jobs change. So should the way you talk about both.

A job isn’t just a task to be filled. It’s an opportunity. It’s a challenge. It’s a growth trajectory. 

When you focus on what success really looks like in a role, you’ll attract candidates who can see the bigger picture; the ones who aren’t just looking for a paycheck but for a chance to contribute, grow, and make an impact. 

You don’t recruit by generation (that will get you into trouble with the EEOC). You Hire for Performance . 

And we’re seeing that shift across the board: 48% of recruiters now prioritize skills over degrees when evaluating candidates, showing a clear move toward performance and capability, not pedigree (LinkedIn Business). 

A New Way to Think About Job Descriptions 

Think of your job description as a Performance Profile; a roadmap for what success looks like in that role. Don’t focus on whether it sounds “cool” or “hip.” Focus on the outcome. 

Start with this: 

• What problem does this role solve? 

• What does success look like after 6–12 months? 

• How does the role grow over time? 

• What impact will this person have on the team, the organization, and the world? 

When you focus on these elements, you’re not just filling a position; you’re creating a meaningful narrative for your company and for the candidates you want to attract. 

And here’s the kicker: 95% of job seekers prefer employers to include salary ranges and growth opportunities, and 69% skip ads that don’t include them (Insights for Professionals). 

It’s Not About the Generation. It’s About the Future. 

When you’re writing a job description, think about it like telling a story, a story worth joining. Don’t focus on which generation you think might be interested. Focus on how this role aligns with growth. How will it challenge them? How will it stretch their capabilities? What kind of impact will they make? 

If your job description isn’t inspiring someone to think, “This is the role I’ve been waiting for,” you’re missing the mark. 

You need to draw them in with the story you’re building, not just the perks you’re offering. 

The workforce is already ahead of you: since 2022, LinkedIn users have increased the rate at which they add skills to their profiles by 140%, and “growth mindset,” “communication,” and “leadership” are among the most frequently added competencies (Business Insider). 

What Drives a Candidate to Apply? Here’s the Secret: 

Forget the stereotypes. Here’s what really drives candidates: 

• Purpose – They want to know why the role matters, and why it will matter to them. 

• Growth – They want to see a trajectory. Not just a role, but an opportunity to develop. 

• Alignment – They want to know if they’ll fit in with your mission, culture, and team dynamics. 

People don’t care about a buzzword-filled job description. 

They care about what they’ll be contributing to, and how they’ll evolve in the process. 

And they’re more discerning than ever. According to SHRM, candidates are 3.5x more likely to apply to a job that clearly outlines career growth opportunities ([SHRM Research, 2024]). 

Here’s How to Do It Right 

• Start with a Story: Introduce the role by explaining what problem the company is solving and how this role is central to that mission. 

• Define Success: What does success look like for this role in 6, 12, or even 24 months? People want to know what they’re working toward, not just what’s expected of them on Day

• Focus on Growth: Show candidates how they will be challenged and grow in the role. People want to develop. So, tell them how they’ll do it at your company. 

• Be Transparent About Impact: What is the real difference this person will make in the role? Don’t fluff it. Show them. 

When you get this right, you’ll find yourself attracting not just candidates, but contributors. 

The Wrap Up: Write for Impact, Not for Generation 

So, here’s the message: if you’re still tailoring your job descriptions to generational stereotypes, you’re missing the point. People aren’t as defined by their generation as you might think. They’re defined by their potential, their drive, and their alignment with your company’s purpose. 

At Titus Talent Strategies, we specialize in helping companies build Performance Profiles that speak to what success looks like in a role. We help you clarify the real impact that position will make, and then we find the candidates who can do that and more, all so you can make a quality hire with lasting impact. 

Ready to attract the right candidates for the right reasons? 

Let’s talk.