The thing is here Steve (great reply by the way) that they are NOT going to make any placements Twittering.
There. I've said it. Sorry kids - it's time to pick up the phone, call "these people" and make "this presentation".........sorry but lets start with what we KNOW works. All these latest tools are only a variation on ways to MAKE PRESENTATIONS. So let's master MAKING PRESENTATIONS first - then move on to the hot new tools and SM du jour.
P.S. Tweeting your hot job and hoping it gets RT'd does not count as "making a presentation"....lo siento mucho.
Steve Levy said:Not only that Ms. McCartt but there are distinct "generational" differences:
I'll bet that Gino and Jennifer hate being yelled at, you and Jerry would chuckle while saying "F U, I'm going to make your presence obsolete", and Paul might simply look at a person, smile and quasi-evil-slow-laugh, "Heh-heh-heh."
As far as incentives and rewards, the "rules" are not to give them frequently, know what incentivizes individuals, and make a pig public spectacle when giving them out.
But motivating a young team first requires interviewing them so you know what elevates and lowers their pulse. Second step - in fact this may be the first step - requires an understanding on your part that the kids grew up IMing, texting, and emailing their 24 hour whereabouts and happenings to their friends. Third, understand that the Baby Boomer parents and school teachers of these kids had their own unique way of parenting and educating; for many, work is the first time the real world reared up and slapped these maggots across their faces (lol) - and it weeh-weeh huht. Longer post required to discuss this - unless others want to jump in.
But if they produce while Twittering, do you care less about these things?
Every generation is different. Every generation (all the way down to each person) is motivated by different factors. Good managers need to acknowledge and adjust their training, motivating, and communication to get the best out of your employees. Long gone are the days of working loyally for the same employer for 40 years with the reward of a pension and a watch.
As a recruiter, I ask every candidate "When you hear about an opportunity, what is the first most important thing you must hear to be interested? Second? Third?" From the younger work force, flex time or work/life balance is usually in the top 3. Another one is the culture and liking the people that they work with. That doesn't mean they aren't any less self motivated to excel at their job. They are still aware of their responsibilities and willing to do whatever it takes to get the desired results. It is what is important to them and motivates them. I don't think my younger candidates are any different than younger recruiters.
Being a successful recruiter takes much more than a 40 hour work week. Everyone of us is on the phone in the evenings talking to candidates that work in cubicles with ears. Everyone of us spends evenings planning our next day or doing internet research. Rewarding someone who gets 5 send outs per week with a Friday afternoon off is not offering them a 35 hour work week because it takes a whole lot more effort and hours to reach that goal.
Even if you are independant, you are going to motivate yourself with extra rewards or incentives. I like to buy myself something nice or get my nails done when a check comes in. I put an annual cruise into my business plan as a reward if I reach a net profit goal. Anyone that has lost weight will tell you that non food rewards at certain milestones helps keep you going and pushing harder. Is the ultimate reward a healthier body or a great big commission check? Of course! Shouldn't you just do it because of that ultimate reward alone? Of course! I still don't see anything wrong with incentives for small goals along the way to reaching that ultimate goal.