Give Them Respect

Wednesday - March 12, 2008 Selling Power Magazine Newsletter

Think about it. If you put yourself in the shoes of a young college graduate poring through the online job boards, how many of these ads ask for a young person with little or no experience? Yet, that's what millions of young people face when entering the job market – especially in sales.

"What am I supposed to do when I see 'two years experience in this industry a must?'" asks one recent graduate. "I had a three-month internship, but how am I supposed to get two years experience?"

"Human Resource departments, or anyone involved in the hiring process, put a great deal of emphasis on work experience, and for good reason," says Peter Marinilli, CPC, CSP, managing partner at Target Consulting Group, sales placement specialists. "However, a single sheet of paper often forces candidates and recruiters or hiring managers to condense experience and skills into just one number for the purposes of a résumé. Screening candidates on the basis of years is a dangerous practice, especially in sales staffing."

Marinilli admits there are exceptions, such as higher-level positions where some of the experience and talent required can only be gained with time; however, he maintains that for most sales positions, a young hire can be a smart choice. Here he states his case:

"Younger hires are adaptable," Marinilli says, "and very willing to learn. They are usually quick to catch on and also don't need to be broken of bad habits or another company's differing methods."

Most young people looking for employment are driven, Marinilli adds. "The expectation of being underestimated fuels younger employees with the desire to prove themselves," he says. "This creates a strong work ethic and a willingness to tackle challenges."

Another point that most employers would find beneficial is that hiring a recent college grad is usually less expensive than hiring someone who's been in the field a while.

"Fewer years does often mean lower pay demands, as higher salaries are seen as something to aspire to," Marinilli says. "Twenty-somethings also have fewer responsibilities (read: bills), so they can afford to start at a lower rate.

"A younger employee has more time to stay with a company since they have more years ahead of them," Marinilli adds. "They are also more likely to feel a connection or commitment to their first job."

While Marinilli isn't advocating hiring solely on age, he is asking that employers not define a candidate by one narrow number.

"Think long-term and look at all candidates with an open mind," Marinilli says. "Over and over again we are seeing college-age 'kids' do amazing work because of their go-getter mindset. And as anyone in sales staffing knows, that is the key to success."