Thomas International study can teach recruiters about the next generation
3 April 2014
The next generation of Britons entering the workforce are likely to be more entrepreneurial but less verbally communicative, according to a new study that could have important implications for recruiters.
Thu, 3 Apr 2014
The next generation of Britons entering the workforce are likely to be more entrepreneurial but less verbally communicative, according to a new study that could have important implications for recruiters.
The study by Thomas International, a company that specialises in psychometric assessment, found that twice as many young people reported a preference towards being competitive, assertive self-starters and therefore may be more likely to be entrepreneurial.
High dominance people have a basic fear of failure and will expect and want freedom, authority, power, material reward and innovation to be part of their working lives.
Martin Reed, chief executive officer of Thomas International, suggests there are important lessons for recruiters from the study. “Those businesses hiring school leavers and graduates over the next five years need to take this change in working behaviour into account,” he says.
Those completing the assessment answered a series of questions, the answers to which indicate their profile or characteristic working ‘style’. All respondents have a lead factor – D, I, S [steadiness] or C [compliance] which is their most pronounced working behaviour.
“If you hire a high ‘D’ [dominance] you need to challenge them. They will be driven by tough assignments and a full workload. As a manager you will need to be direct and someone they can level and negotiate with on a person to person basis,” adds Reed.
“High Ds can be entrepreneurial, focused on results and driving growth but could also struggle to work for someone or within narrow boundaries so you may need to adjust entry-level roles accordingly.”
The study also found that the next generation has a reduction in ‘I’ or influence as a lead profile. Someone with a high ‘I’ profile is friendly, persuasive and a real verbal communicator. Although only currently a 22% reduction, if this trend continues, it could result in fewer ‘people people’ in UK business.
“The reduction in ‘I’ could be an indication of a dependence on technology to communicate non- verbally across the younger generation,” says Suchi Pathak, head of psychology for Thomas International. “WhatsApp, SnapChat, Facebook and Blackberry messenger are all the preferred communication tools for younger people and this may be affecting their preferred working behaviour.”
The next generation of Britons entering the workforce are likely to be more entrepreneurial but less verbally communicative, according to a new study that could have important implications for recruiters.
The study by Thomas International, a company that specialises in psychometric assessment, found that twice as many young people reported a preference towards being competitive, assertive self-starters and therefore may be more likely to be entrepreneurial.
High dominance people have a basic fear of failure and will expect and want freedom, authority, power, material reward and innovation to be part of their working lives.
Martin Reed, chief executive officer of Thomas International, suggests there are important lessons for recruiters from the study. “Those businesses hiring school leavers and graduates over the next five years need to take this change in working behaviour into account,” he says.
Those completing the assessment answered a series of questions, the answers to which indicate their profile or characteristic working ‘style’. All respondents have a lead factor – D, I, S [steadiness] or C [compliance] which is their most pronounced working behaviour.
“If you hire a high ‘D’ [dominance] you need to challenge them. They will be driven by tough assignments and a full workload. As a manager you will need to be direct and someone they can level and negotiate with on a person to person basis,” adds Reed.
“High Ds can be entrepreneurial, focused on results and driving growth but could also struggle to work for someone or within narrow boundaries so you may need to adjust entry-level roles accordingly.”
The study also found that the next generation has a reduction in ‘I’ or influence as a lead profile. Someone with a high ‘I’ profile is friendly, persuasive and a real verbal communicator. Although only currently a 22% reduction, if this trend continues, it could result in fewer ‘people people’ in UK business.
“The reduction in ‘I’ could be an indication of a dependence on technology to communicate non- verbally across the younger generation,” says Suchi Pathak, head of psychology for Thomas International. “WhatsApp, SnapChat, Facebook and Blackberry messenger are all the preferred communication tools for younger people and this may be affecting their preferred working behaviour.”
