"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."
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.
"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
"The expectation of being underestimated fuels younger employees with the desire to prove themselves," he
"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
"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
"They are also more likely to feel a connection or commitment to their first job."
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