Let's consider further the role that benefits play in recruiting. Put yourself in the role of your organization's recruiter, what benefits might you use to attract the generation of workers (under 45 years of age)? How do the benefits differ from those that you might use to attract workers who belong to the baby boom generation?

Our goal is to try to defineelements that needs to be considered when establishing HR planning and job analysis for organizations.In your initial response, identify at least one benefit you might use to attract Generation Z, X, Y or Baby Boomer employees. How would this benefit appeal to a specific generational group? What is the best way to use benefits as part of the recruiting process?