“When people take jobs with new organizations, they frequently analyze responsibilities and compensation closely while relying on gut feel developed during the interview process to decide if they’ll actually like working there,” said Art Papas, CEO of Bullhorn. “But given that cultural fit is so important to hiring success, it’s not surprising that 46% of new hires leave within 18 months. We embarked on the Workplace DNA Project to better understand the critical issue of workplace fit.”

The Bullhorn Workforce DNA Project is a study that reveals the factors that influence which workplace attributes matters to employees. Workers with higher levels of education seek inspiration, while others are more likely to look for personal enjoyment and rewards. Men tend to seek cutting edge technology, while women cite female leaders more often as desirable workplace traits. Older workers cited earning potential, while younger workers appear to gravitate toward fun, or as Bullhorn listed it, “laugh factory.”

While the greatest variance in the attributes came from those with higher and lower levels of education, one of the most interesting findings of the survey is that despite the rivalry, there is very little difference between the West Coast and the East Coast. In both Boston and San Francisco, workers highlighted work-life balance, constant learning and flexible schedules as the traits that matter most in their workplaces.

Highlights of the Bullhorn Workplace DNA Project include:

Education: People with higher education levels seek inspiration, while those with less education gravitate toward more service-oriented workplaces

~ Workers who have completed a lower level of education are 12 percent more likely than workers who have completed a higher level of education to choose delighted customers as a trait relevant to their workplace.

~ Workers who have completed a higher level of education are 23 percent more likely than workers who have completed a lower level of education to choose an inspiring mission as a trait relevant to their workplace.

Age: Older workers want to make money, while younger workers want to have fun

~ As a top trait, younger workers picked “laugh factory.”

~ Older workers were more likely to choose earning potential as a relevant trait to their workplace.

Gender: Men look for technology and money, while women look for female leaders and balance

~ Women were 14 percent more likely than men to pick female leaders as a most relevant trait. Other top traits for women include being family friendly, having incredible mentors, constant learning, high IQ coefficient and flexible schedules.

~ Men were 11 percent more likely than women to say that cutting-edge technology was most relevant to their workplace. Other traits that men considered important include earning potential, inspiring mission, total freedom, rapid growth and promotion potential. The full report is available at http://www.bullhorn.com/news-event/workplace-DNA-project

Report Methodology

The survey was conducted online during May and June 2011. 4,996 professionals in the U.S. participated. Respondents ranged in age from 22 to 45 years old, and reside in either Greater Boston or the San Francisco Bay Area. They had at least some college education, and have been employed for at least six months by an employer during the last 10 years. Respondents conveyed information on their work experience, and indicated characteristics that describe the culture of the companies where they have been employed. The data has a statistical accuracy of +/- 1.4% at the 95% confidence level.

About Bullhorn

Bullhorn® creates software and services that improve the way employees and employers come together. For over ten years our innovations have powered the recruiting and staffing operations of fast-growing start-ups up through the world’s largest employment brands. Headquartered in Boston, with offices in London and Sydney, Bullhorn’s recruiting CRM and social recruiting products serve over 5,000 clients and 50,000 users across 35 countries. Privately owned, Bullhorn is principally backed by Highland Capital Partners and General Catalyst Partners.

Contact: Francy Wade bullhorn@inkhouse.net

SOURCE Bullhorn

Web Site: http://www.bullhorn.com

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TRUMBULL, CT /PRNewswire/ ~ The 2012 job hunting season is officially open with the new year and the first week back to work. January is always the busiest hiring month of the year thanks to new recruiting budgets being unleashed.

“The HR department is about to get busy,” says Chris Russell, founder of AllCountyJobs.com, a regional job board network serving the northeast. “Many people will be looking for a new gig this year so here’s what you really need to know about the changing landscape of today’s job market.”

1. Hiring will be better than last year. Economists expect an average of 175,000 new jobs to be created each month. Things are getting better.

2. The resume black hole still exists. Even if you submit your application into an ATS (applicant tracking system) it’s always a good idea to find another way into the company and get your resume in front of an actual person.

3. It’s still a “buyers market,” at least in most industries. Many employers are still looking for an “exact DNA match” to fill their open positions.

4. Age discrimination is still rampant. You need to fight it. Here are some links to help.

5. It’s always better to have your resume written by a professional resume writer. Make an investment; get it done.

6. Hiring cycles are still long and drawn out. Be patient after your first interview. There are lots of variables that go into making a hiring decision.

7. When searching for jobs online, ignore the job date. If it’s 2-3 weeks old, there is still a very good chance the job is still open and the company is still interviewing.

8. Realize that job search engines aren’t as inclusive as you think. They only index those companies & job boards that pay them. You still need to seek out the niche and local job boards in your field. You must maximize your search.

9. Tap the hidden job market. Look for companies that are growing and take any job to get your foot in the door. You’ll have more job security in the long run. Here’s a tool to help.

10. Technology is changing the way we work. You need to keep up with it. Don’t be left behind.

11. Understand that ALL jobs are now temporary. There is no more lifetime job security. You need to plan ahead, keep your skills sharp, and always, always be learning.

About AllCountyJobs.com

They operate a regional network of local job boards that cover DC to Boston and everywhere in between. Online since 1999, they provide job listings in DC, Baltimore, Philadelphia, New Jersey, Sothern NY, Connecticut, Rhode Island and Massachusetts. Visit them online at http://www.allcountyjobs.com/.

Contact:Chris Russell info@allcountyjobs.com

SOURCE AllCountyJobs.com

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TAMPA, FL /PRNewswire/ As recent graduates pour into a workplace brimming with older employees, cross-generational dynamics are rife with age stereotypes. But are these stereotypes scientifically valid? A new study by the international training and consulting firm AchieveGlobal found they are not.

To view the multimedia assets associated with this release, please click: http://multivu.prnewswire.com/mnr/achieveglobal/48875/

The study, “Age-Based Stereotypes: Silent Killer of Collaboration and Productivity,” looked closely at four generations: Traditionalists (born 1925-1945), Baby-Boomers (1946-1964), Generation X (1965-1980) and Generation Y (1981-1999). AchieveGlobal found little solid science supporting the well-known age stereotypes. Instead, these stereotypes appear to be rooted in generalization from too few examples, biased research methods and widespread prejudice toward older and younger employees.

“Pervasive age stereotypes program employees to see their colleagues as caricatures,” said Craig Perrin, AchieveGlobal’s director of product development. “We recommend treating people as individuals, focusing on needs we all share. Regardless of their age, all employees seek respect, competence, connection and some degree of autonomy.”

AchieveGlobal’s study found that every age group, management level and global region endorses significant age stereotypes. Particularly alarming was this trend: the higher the organizational role, the more likely that someone will endorse the popular stereotypes.

“Our hope is that companies will find ways to remove these harmful blind spots,” said AchieveGlobal CEO Sharon Daniels. “What that takes is awareness, first of all, followed by focused training and conscious application of the best practices we’ve identified.”

The multiphased AchieveGlobal study evaluated generational research since 1985 and collected current data from leaders and employees through focus groups and an international survey.For more information and to access the complete study (“Age-Based Stereotypes: Silent Killer of Collaboration and Productivity”), visit www.agestereotypes.com.

About AchieveGlobal

AchieveGlobal is the world leader in providing exceptional interpersonal business skills, giving companies the workforce they need for business results. In the 21st century, the level of human skills will determine organization success. Located in more than 40 countries, AchieveGlobal offers multi-language, learning based solutions – globally, regionally and locally. For more information, see www.achieveglobal.com.

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SOURCE AchieveGlobal

CONTACT: Cameron Morrow, +1-404-460-9675, cameron.morrow@edelman.com

Web Site: http://www.agestereotypes.com