Dec 28, 2007
The New Face(s) in Sales Staffing
Posted by: Peter Marinilli, CPC, CSP
Posted by: Peter Marinilli, CPC, CSP
Human Resource departments, or anyone involved in the hiring process, put a great deal of emphasis on work experience, and for good reason. 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.
Of course, there are exceptions, such as higher-level positions where some of the experience and talent required can only be gained with time. However, for most positions a young hire can be the smart choice, for a number of reasons. Major companies have only begun to see the value in hiring recent grads and self-starters, and now the media is taking notice as well. It’s time sales staffing firms take a cue from some of the smaller businesses and give “the young” the respect—and jobs—they deserve.
What makes this younger generation so valuable? Here are just a few of their very desirable qualities:
Adaptable
Younger hires are very willing to learn, and usually quick to catch on. They also don’t need to be broken of bad habits or another company’s differing methods.
Driven
The expectation of being underestimated fuels younger employees with the desire to prove themselves, creating a strong work ethic and a willingness to tackle challenges.
Cheap
Fewer years does often mean lower pay demands, as higher salaries are seen as something to aspire to. 20-somethings also have fewer responsibilities (read: bills), so they can afford to start at a lower rate.
Loyal
A younger employee has more time to stay with a company since they have more years ahead of them. They are also more likely to feel a connection or commitment to their first job.
Of course, you can’t base a hiring decision exclusively on age any more than you can on years of work; my whole argument is not to define a candidate by one narrow number. Think long term and look at all candidates with an open mind. 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.
Of course, there are exceptions, such as higher-level positions where some of the experience and talent required can only be gained with time. However, for most positions a young hire can be the smart choice, for a number of reasons. Major companies have only begun to see the value in hiring recent grads and self-starters, and now the media is taking notice as well. It’s time sales staffing firms take a cue from some of the smaller businesses and give “the young” the respect—and jobs—they deserve.
What makes this younger generation so valuable? Here are just a few of their very desirable qualities:
Adaptable
Younger hires are very willing to learn, and usually quick to catch on. They also don’t need to be broken of bad habits or another company’s differing methods.
Driven
The expectation of being underestimated fuels younger employees with the desire to prove themselves, creating a strong work ethic and a willingness to tackle challenges.
Cheap
Fewer years does often mean lower pay demands, as higher salaries are seen as something to aspire to. 20-somethings also have fewer responsibilities (read: bills), so they can afford to start at a lower rate.
Loyal
A younger employee has more time to stay with a company since they have more years ahead of them. They are also more likely to feel a connection or commitment to their first job.
Of course, you can’t base a hiring decision exclusively on age any more than you can on years of work; my whole argument is not to define a candidate by one narrow number. Think long term and look at all candidates with an open mind. 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.
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