As the Nation “grays,” so to speak, so too does the correctional workforce, ushering in a sense of panic among correctional leaders in terms of how to fill the job responsibilities of such a vast number of correctional employees. In order to compete with the private sector in terms of employee recruitment and retention, correctional organizations need to reconsider how they do business. The authors argue that there are two main avenues to recruiting and retaining quality staff: external avenues, such as human resources-related business practices, and internal avenues, such as employee development. Characteristics of the recruitment population, Generation X, are reviewed to inform prospective employers of what type of career this generation is looking for and how to best attract and retain them. Correctional agencies are encouraged to streamline hiring practices and to offer more flexible work schedules and compensation packages that respond to the unique needs of Generation X. Once recruited, the authors discuss how Generation X employees are best retained through job development opportunities and an environment of inclusion. In the end, it is good leadership that will ultimately recruit and retain quality personnel to the corrections field. Endnotes