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All candidates want your ads to contain the following information. While it’s important for all, it’s imperative information when you are looking to hire candidates rated in the Top 1/3 in their job category.

We’ve said it for a long time. The best candidates are currently working. Employers need the candidates worse than the candidates need the new job. We would love to hear what you are doing to sell your company and jobs to candidates to encourage them to apply to your jobs.

Research, News and Information for Recruiting Professionals | August 10, 2009

Boomers and Gen Y’s, in Sync! by David Earle Sylvia Hewlett and two colleagues at the Center for Work-Life Policy in New York City have published new research on the attitudes and behaviors of Boomers and Gen Y’s. Her findings contradict the common assumption that these two groups approach employment very differently and must therefore be attracted with separate recruiting messages. Her conclusions dovetail neatly with research we published earlier this year in our Job Seeker Attitudes and Behaviors Report- Mastering Internet Recruiting.

Our Job Seeker research documented the importance of non-salary/benefit considerations to candidates considering your company. Hewlett’s new research, published in the current issue of the Harvard Business Review, reveals unexpected affinities between the candidate pools represented by Gen Y (roughly, ages 15-30) and Boomers (roughly, ages 45-63). Hewlett’s data show that although widely separated in life experience, these two groups share a group of common goals and attitudes that recruiters can capitalize on when trying to attract and retain them. Some of these are unexpected.

This entry was posted on Thursday, August 13th, 2009 at 3:32 pm and is filed under Industry News, Operations, Recruiting & Training. You can follow any responses to this entry through the RSS 2.0 feed. You can leave a response, or trackback from your own site.