According to Penelope Trunk, a couple things hold true for Gen Y in the work force; 1. They change jobs about every eighteen months, 2. They are great team players and 3. They are more productive than anyone else. Today I would like to focus on the changing jobs theme.
I think it is fair to assume that we have learned not to discard the applicant that has worked six jobs in the last three and half years. If you continue to think these candidates are flight risks and thus not worth your time, you might want to reconsider. The over-riding thought anymore is diversity and what Gen Y brings to the work place is something we are not 100% used to. The six jobs they participated in likely exposed them to a number of different thought processes and themes that might be the cause for a game changing event in your organization. Here is a point to consider about Gen Y – they love to learn new things and they want constant intellectual stimulation. Know this – it’s difficult to do that when you stay at one job to long. That is unless you have amazing leadership that understands their thought process and caters to it.
That leads me to this thought, might we consider setting up contractual work with performance based pay not unlike pro athletes are accustomed to. Do away completely with hiring a new employee, rather sign someone up for a brief stint once the time has elapsed move on to the next. What would our job posting look like for a super-star over-the-top leasing consultant? Would we even market direct anymore? Would we instead look for a new leasing super star agent (read: sports agent) segment to evolve? Will temp services morph into real life attorney agent houses who farm for, train, develop and then market to the highest bidders? Could we consider a leasing consultant draft process hosted in major and minor markets across the country? Maybe the Brainstorming, NAA, IREM and other major events could host draft day.
How exciting would our business look to a potential leasing candidate if they had to move through a draft process? How exciting would it be for our management teams formulate strategies to get the best of the best. How would that morph our recruiting departments? How much more emphases would be placed on the benefits of working for XYZ? How much more emphasis would be placed on being the best organization in the business?
Maybe utopia thinking and in the same respect it might be good cause for conversation. Let the community know by dropping a comment below. And, as always, thank you for taking the time to read. I hope you enjoy the content.
Have a compelling day.
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Great post.