February 5, 2016 — Have you ever noticed that many people in the USA (and other nations) place a great emphasis on young folks when it comes to hiring? I suppose that is fine, though likely illegal, but the really odd thing is that youthfulness is the last thing most of us want when it comes to essential things like (e.g.): A lawyer to protect our interests; a surgeon for a major operation; or a dentist when we need more than a simple extraction. Indeed, when it comes to the important ‘stuff’ in life – most of us prefer seasoned and time-tested older professionals to handle our affairs.
So Here’s The Scoop: A reader recently sent me a link to an ad about a sales ‘gig’ in beautiful Mexico and asked me for some info on the company advertising the opportunity to work in “paradise”. The ad suggested that the company was interested in “senior sales executives”, but when you read the entire ad it also stated that “…if you are young…” and have no sales experience those folks are encouraged to e-mail their resumes as well.
I’ve known this developer for decades and they have fine resorts, etc. but the way they worded their ad — and should any “senior sales exec” read that ad who might also be (e.g.) 40 + years of age — I’m guessing many would not respond because the recruiting ad, with the usual vagueness of many jobs posted on ‘job-boards’, seemed to be more interested in the naïve – you know, the younger folks.
And that is especially true of this ad because there was not one word about airfare or housing being provided. Not a word about ‘working papers’ in order to legally work in Mexico. Not a mention about reserve funds and/or taxes being withheld; or reimbursed relocation costs for moving ‘your’ family and household goods to Mexico.
So, being 40 + years old myself I used one of my alias accounts and e-mailed them about the aforementioned ‘issues’ (housing, airfare, etc.) and included in that e-mail that I had a verifiable YTD (net) VPG of $5,885 (“without the need to pitch heat”).
I also mentioned I had a near zero ‘kick’ ratio (“verifiable”), that I was a seasoned sales professional who excels in either a T/O or F/B system, that I am a team player, am loyal, require no maintenance, that I have been in the industry for a few decades and that I have impeccable and fully verifiable references.
So far I’ve not heard a word back from the company and though I fully admit I came on pretty strong, the fact of the matter is that is exactly what the closers for this developer have done for years with (e.g.) the sales guests who don’t just ‘lie down’.
Not hearing back from them led me to believe that perhaps the person who received my inquiry is, maybe, (e.g.) 28 years old, single, likes to party, etc. and by the tone of my e-mail he or she figured out, in his/her mind, that I am just too old for their liking and maybe too worn out, frail and too tired to get the job done (LMAO).
And that is my tirade this week as most of us would not want a (e.g.) rookie mechanic working on our low-mileage Porsche. Most of us would not want someone who attended one of those seasonal ‘Brand’ tax preparing services to handle our taxes or a paralegal to advise us on a complicated litigation situation.
Geez, most of us wouldn’t want a (e.g.) a 25-year-old ‘newbie’, ‘sugarfoot’, ‘greenhorn-greenpea’ or anyone else for that matter to take care of our most important issues without the bonafides to do us right — and to do that it often takes, in most fields, many years of specific experience in order to obtain our desired outcome.
That is true in the Land of Time because with few exceptions most developers prefer expensive restaurants rather than cheap fast-food chains; they fly first or business class (or private jet) instead of ‘coach’; and they willfully and rightfully pay for and demand the crème de la crème in their personal lives and business dealings etc. to protect all their other interests.
However, sometimes, when it comes to recruiting and hiring verifiable professional reps who are older, the methodology of utilizing and bringing successful proven ‘seniors’ on board is to be damned.
Perhaps I’m all wrong but all any developer needs to do is look at their own sales and marketing line(s), and they might find out the ‘average age’ of their reps are in their late 20’s or early 30’s; and if that is the case said developers are literally turning their backs on proven professionals with impressive track records who can generate developers even more ‘contracts’ (sales, deal, moolah).
That said, the mindset should be: Young or old – if any rep has the right stuff – age matters not.
Good Luck Out There
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