TACA Conveyor - Summer 2008 - (Page 14)

Whereas the interview represents the art of selection, assessments represent the science of selection. Organizations utilize a variety of assessments to make and validate hiring decisions, screening out undesirable candidates as well as selecting between qualiﬁed candidates. These include: • Physical ability exams • Skill demonstrations • Drug tests • Pen and paper (or online) assessments Utilizing both the science (assessments) and art (interviewing techniques) of selection will improve hiring success rates and reduce employee turnover from poor placement within the organization. Engage Top Talent For the ﬁrst time in history, we have four generations in the workplace (See Table 3: Generations in the Workplace). The expectations for job satisfaction vary greatly from generation to generation. Those entering the workforce today – Generation Next - are not willing to wait years to climb the promotional ladder to achieve the associated higher levels of income – they want it all and they want it now. They also want to belong to organizations where they can make a positive difference in the world. Managers (Traditionalists and Baby Boomers) of these young employees come from work environments where their experience was to learn the ropes on their own and pay their dues to earn their way. This conﬂict will most certainly lead the younger generation within today’s workforce to become disillusioned with a company that does not learn to value these members from the onset. Today’s organizations must learn to tap into their potential, offer opportunities to volunteer their time and talents, provide avenues for showcasing their abilities and making valuable contributions to the organization, and reward them based on their performance. In the coming years, organizations stand to lose substantial knowledge, experience and leadership with retiring Traditionalists and Baby Boomers. Effective leadership will strive to learn about each generation’s preferences, goals and values and make decisions regarding policies and practices that support the organizational goals and encourage a culture that supports, recruits, rewards and retains a multi-generational workforce. Generations in the Workplace Traditionalists: born before 1946 Baby B oomer s: born between 1946 -1964 Generation Xer s: born between 1965 -1980 M illennial Generation , Generation Y , or sometimes called Generation Next: born between 1981-1999 Table 3: Generations in the Workplace Visible Senior Management Support The expectation for change is this: there will be more change in the next ﬁve years than we experienced in the last 100 years in our country. Yes, change is coming at us with lightening speed, requiring organizations to anticipate and embrace change, rather than just manage it. As change becomes 14 TACA 370071_Romco.indd 1 Conveyor • Summer 2008 2/14/08 12:17:31 PM http://www.romco.com

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TACA Conveyor - Summer 2008 Contents The Final Frontier And The Winner Is... Diagnosis: The Leadership Death Spiral Aggregates Rock Accident Investigation Training TXI Roadeo NRMCA Promoter of the Year Harold Hubbard NRMCA Driver of the Year Finalist Fort Worth Freightliner Changes at Cherry Crushed Concrete Index of Advertisers

TACA Conveyor - Summer 2008

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