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The Real Reason Companies Prefer Hiring Millennials Over Gen X (We Kind of Get It)

Get a closer look at the factors shaping today's generational hiring trends.

By Summer Nevins

Edited by Calista Headrick

Updated Dec. 25, 2025

At first glance, it can feel like Gen X has been quietly sidelined in today's job market. They may seem too experienced to be considered "fresh," yet not always rewarded for the skills they bring to the table. Meanwhile, Millennials often seem to get the nod, especially in hiring decisions that value adaptability, tech fluency, and long-term potential.

But the preference isn't about age alone, and it's not simply a generational slight. Employers are responding to shifting business needs, cost pressures, and workplace expectations in ways that subtly favor Millennials over Gen X. And this can be a daunting realization to those trying to eliminate some money stress.

We've broken down the factors driving these hiring preferences and what they mean for workers navigating today's evolving job market.

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Lower salary expectations and benefits costs

Millennials often command lower base salaries than Gen X workers with similar titles, particularly in industries facing cost pressure. Employers may also assume lower health care and insurance expenses.

While this isn't universally true and the generalization doesn't apply to individuals, it can shape staffing strategies in companies focused on reducing long-term benefit liabilities. Budget-conscious companies frequently factor total compensation costs into hiring decisions.

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Greater comfort with new technology and digital tools

Millennials are the first generation to grow up alongside the internet and entered the workforce alongside cloud software, collaboration platforms, and constant system updates. As a result, they often have specific skills that become appealing to potential employers in today's modern age.

Employers often view them as quicker adopters of new tools and workflows, reducing training time. This perception matters in workplaces where technology changes faster than formal job descriptions.

Perceived adaptability to change and restructuring

Many companies operate in near-constant transition, with reorganizations, layoffs, and shifting priorities. Millennials are often seen as more accustomed to instability, having entered the workforce during recessions or rapid industry change. Employers may interpret this experience as greater flexibility when change is needed or may view Millennials as more comfortable shifting roles or responsibilities without viewing it as a setback.

Longer projected tenure before retirement

From an employer's perspective, hiring decisions include long-term planning. Millennials are assumed to have more years remaining in the workforce than Gen X employees approaching traditional retirement age. That perception can influence decisions around training investments, leadership pipelines, and succession planning.

Willingness to reskill or retrain as roles evolve

Job roles today rarely stay static. Employers may believe millennials are more open to learning new skills, earning certifications, or shifting responsibilities as needs change. In fast-moving industries, this perceived willingness to reskill can outweigh deep experience in a single, narrow role.

Stronger alignment with modern workplace culture

Many organizations now emphasize collaboration, feedback, and mission-driven messaging. Millennials are often viewed as aligning more naturally with these values, particularly in companies focused on employer branding. Cultural "fit," while subjective, continues to influence hiring even when performance metrics matter more.

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More experience with remote and hybrid work models

Remote work expanded rapidly over the past decade, accelerating after 2020. Millennials were often early adopters of flexible schedules and virtual collaboration. Employers may see them as better prepared for distributed teams, asynchronous communication, and productivity measured by output rather than hours.

Fewer assumptions about management style and hierarchy

Some employers believe millennials are more open to flatter organizational structures and evolving leadership models. Compared with Gen X workers shaped by more traditional hierarchies, millennials may be perceived as less resistant to new reporting lines, agile teams, or frequent management changes.

Viewed as easier to train for company-specific systems

Hiring managers sometimes prefer candidates they believe can be molded to internal processes. Millennials are often perceived as less entrenched in "how things were done elsewhere," making them appear easier to onboard. This perception can favor adaptability over long-standing industry habits.

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Perception of higher energy and workload flexibility

Fair or not, some employers associate youth with stamina, availability, and flexibility. Millennials may be viewed as more willing to work irregular hours or manage heavier workloads during growth phases. These assumptions reflect bias more than ability, but they still influence hiring behavior.

Comfort with data-driven performance tracking

Many workplaces now rely on metrics, dashboards, and continuous performance monitoring. Millennials are often seen as more comfortable being evaluated through data rather than tenure or intuition. This aligns with management trends emphasizing measurable outcomes and real-time feedback over traditional review cycles.

Seen as better fits for fast-growing or unstable industries

Startups and rapidly evolving sectors often prioritize speed over stability. Millennials may be viewed as more willing to accept uncertainty, shifting roles, or equity-based compensation. This perception can make them attractive hires in industries where risk tolerance is as important as experience.

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Bias driven by age-related stereotypes, not performance

Not all preferences are rational. Some hiring decisions reflect assumptions about age rather than evidence. Gen X workers may be unfairly viewed as less flexible or more expensive despite strong performance. These biases persist quietly, even as employers publicly emphasize experience and diversity.

Bottom line

Companies often favor millennials not because they work harder, but because they are perceived as more adaptable, cost-efficient, and aligned with how modern workplaces operate. Technology comfort, flexibility, and longer projected tenure frequently influence hiring decisions more than raw experience alone.

For Gen X workers, the takeaway is practical: emphasize up-to-date skills, comfort with change, and measurable results when applying for roles. Let this also serve as a reminder to check up on your financial health.

Hiring bias exists, but it can be countered by clearly signaling relevance in today's evolving job market.

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