DALLAS, May 4, 2010 — Hiring the best employees is a competitive advantage for companies regardless of the economy, and generational distinctions are one way to tailor recruitment messages.
Candidates have different needs, wants and motivations, which vary across generations. Companies that seek to find superior employees must reflect these differences in recruiting and screening tactics and communications.
In an upcoming webcast, From Green to Gray, Attracting & Selecting Talent Across Generations, scheduled for Thursday, May 13, 2010 at 3 p.m. EST, Assess Systems’ Keith McCook, Ph.D., manager of consulting services and Olivia Salas, M.S., senior consultant will join Amanda Richardson, senior vice president of product at SnagAJob.com. The panel will discuss how companies can optimize their recruitment process, pre-employment test strategies and messages for generational differences.
“Younger candidates are usually attracted most by flexible jobs that fit around their schedules,” said Richardson, who creates ways for SnagAJob.com clients to build more effective hourly recruiting strategies. “Older candidates might be seeking specific benefits, and may be open to something very different from their previous career.”
Assessments should also be tailored around the desired worker profile, according to Dr. McCook from Assess, who has developed assessment and development programs for a wide range of positions and industries.
“Generational differences create an interesting dynamic for assessments. On one hand, cutting-edge technology is great and appeals to younger generations. On the other hand, the candidate experience has to be accessible for older applicants who may not be as familiar with the latest tech trend,” said McCook. “A recruiting assessment can be tailored to uncover personal characteristics like loyalty, or more job-specific traits like a customer-service focus, but the way we measure these has to work across generations.”
Other elements with the recruiting and screening process also make a difference among generations. Younger candidates may prefer to do everything online, view a video or read a current employee’s blog. Older candidates may be satisfied with a paper application or an in-store kiosk.
Attendees will learn
• how to develop high-impact recruitment strategies for different age groups
• generational preferences in recruitment
• what are the current assessment trends across generations
• implications these trends may have for screening and hiring
About Assess Systems
Assess Systems (formerly Bigby-Havis) is an innovative software and consulting firm providing Talent Selection and People Development solutions including: competency modeling, selection process design, entry-level assessments, competency-based professional and managerial assessments, sales assessments, leadership development, 360 feedback, succession planning, performance appraisal and executive assessment and coaching. For more than 25 years, Assess Systems’ organizational psychologists have assessed millions of people in a broad spectrum of industries and positions spanning 42 countries and supporting 16 languages. For additional information, pleas! e call 972-233-6055 or visit www.assess-systems.com.
SnagAJob.com, America’s largest hourly job Web site, has helped connect hourly workers with quality full-time and part-time jobs in a wide range of industries since 2000. Headquartered in Richmond, Va., SnagAJob.com also provides both job seekers and employers with valued insights and a cutting-edge interface that are unique to hourly employment. That, combined with more than 135 million annual searches, over 20 million registered job seekers and approximately 100,000 active job postings, makes SnagAJob.com exceptionally qualified to share the experiences of the hourly workforce with the rest of the country. Current clients include DISH Network®, Verizon Wireless®, FedEx®, Boston Market®, Chick-fil-A®, Bed Bath & Beyond®, Michaels® and Jiffy Lube®. Learn more about the No. 1 source for hourly employment at SnagAJob.com.
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This press release was distributed through PR Web by Human Resources Marketer (HR Marketer: www.HRmarketer.com) on behalf of the company listed above.