Adapted by:
Rubén Andrés
WriterWriter at Xataka. I've been working remotely for more than a decade and I'm a strong advocate of technology as a way to improve our lives. Full-time addict of black, sugar-free coffee.
Alba Mora
WriterAn established tech journalist, I entered the world of consumer tech by chance in 2018. In my writing and translating career, I've also covered a diverse range of topics, including entertainment, travel, science, and the economy.
Job interviews serve as a gauge to understand the attitudes of candidates from different generations in today’s competitive and ever-changing work environment. Each generation views employment in a distinct manner, a difference that’s becoming increasingly apparent with Generation Z entering the labor market.
A recent report by HR company Hays examines how each generation currently in the workforce approaches the challenge of job interviews.
These generations exhibit significant differences that extend beyond age. They impact their communication styles, preparation methods, and adaptability to change. In fact, this adaptability is a soft skill that companies highly value.
Generational Share
The coexistence of four generations in the U.S. labor market presents challenges that require both candidates and employers to rethink their strategies. A baby boomer candidate may have only a few years of professional activity left but possesses a wealth of experience. As such, they approach job interviews differently than someone from Gen Z, who’s just beginning their career.
According to the Department of Labor, baby boomers were 15% of the labor force in 2024. Millennials occupied the largest share at 36%, followed closely by Gen X workers (31%). Gen Z professionals represented 5% of the labor force in the country.
More Experience vs. Better Preparation
Experience and commitment are among the greatest assets of professionals who, ideally, have already passed the halfway point in their careers. They leverage these qualities to maintain their value in the job market.
According to Hays, baby boomers tend to demonstrate flexibility and a continuous update of their digital skills during job interviews. In contrast, Gen X workers strive to remain current and adapt to new work dynamics.
Millennials and Generation Z face intense competition in a saturated labor market, where many highly qualified candidates create ongoing pressure and significant levels of anxiety. This competitiveness compels younger professionals to distinguish themselves not only through their technical knowledge but also by their adaptability and alignment with company values.
Senior candidates are evaluated based on their leadership abilities and strategic vision, while younger candidates are assessed on their growth potential. According to Amazon CEO Andy Jassy, the most crucial factor for young people isn’t just their knowledge or preparation, but their positive attitude toward acquiring new skills.
Differences in Expectations from Companies
The expectations that different generations have of the companies that hire them vary significantly. Baby boomers appreciate a formal and structured selection process that respects their time and provides a clear order.
In contrast, Generation X seeks clarity in the hiring process and opportunities for career development. Like baby boomers, they value their experience, adaptability, and teamwork skills. However, Gen X workers are also mindful that they have many years left in their careers.
Meanwhile, Millennials and Generation Z are seen as the future of the workforce. According to Hays, these younger generations prefer engaging interviews that include continuous feedback and emphasize a strong alignment with the company’s values. Many young professionals prefer to work for companies that have a defined purpose and offer opportunities for professional growth over mere promotions.
Image | The Jopwell Collection
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