Why is Age NOT “Just a Number” In the Recruitment Industry?
This is a question I find myself asking more and more over the years. Perhaps that’s because I’ve now hit my thirties and can appreciate that I am by no means ‘old’.
My ability to do the job I was hired to do nearly 10 years ago is now better than ever and my approach a little wiser and more thoughtful.
I don’t need to work the same way I did as a trainee because I know the tricks of my trade and my interview to hire ratio reflects that.
I keep hearing the same argument that those of us in our 30s won’t be able to hit the phones like we used to, that we’ve run out of steam, that it’s a young person’s game. It’s rubbish.
I’m surrounded by peers that are doing extremely well for themselves, none of which have burnt out by any stretch of the imagination. Some continue to bill whilst managing multiple teams because they want to maximise their earnings.
During my stint in internal recruitment I worked for a business that gave a 30 year old the chance to prove themselves as a trainee recruiter. Within three years they progressed through the business to take up positions internationally whilst still on course to become sales manager here in London.
All it took was a lot of hard work and a lot of determination.
Recruiting the next generation
Lets flip this coin and discuss the current millennial bashing that’s such a popular pastime for some recruiters and the wider working world.
I’m a millennial and this bashing hasn’t stopped my generation finding a political voice and driving Corbyn closer to Number 10. It doesn’t stop us from working longer hours than any other generation, and it certainly doesn’t stop us from being good recruiters.
What about GenZ? They’ve just started to enter the world of work and their view on the world is completely different to ours. They grew up in a digital world where the internet was a necessity and the idea of not having it a signal to the end of days.
I’ve spoken to many of the next generation looking to enter the recruitment industry. They don’t see the benefits of being lumbered with debt from university to do something that they don’t need university for.
Huh, that’s kind of smart.
They are a generation with the world literally at their fingertips and they are so aware of this. internships.com suggest that 72% of Gen Z’s want to start their own business someday, and isn’t that what every agency want? A driven and entrepreneurial spirit.
So, tell me again why they can’t work in recruitment?
Is it because they won’t get taken seriously by candidates and clients? If what they’re saying is right then it shouldn’t matter!
If I can regurgitate a job description and qualify a candidate why can’t a talented 18 year old?
Experience counts for a lot and while they might be green to meetings with HR directors, they bring something new to the table. It’s a two-way street where the more seasoned recruiters in your team will learn from the younger insights and vice-versa.
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I guess my point is that recruitment can be an ageist industry.
My argument is that anyone can work in recruitment provided they have what it takes to run a desk and the drive and ambition to be successful.
There are a number of individuals across a range of different sectors that are making the decision to join the dark side. They want a piece of the pie and I say give it to them. Provided they can sell, source and match then they should have the opportunity to show it.
For those that have decided this is the career for them later on in life perhaps they were inspired by you and your actions. Should we really then discount them purely based on the fact that they decided to join the party later than most of us?
Any business given the opportunity to hire a GenZ should seize the opportunity with both hands. They think differently, approach the world differently and have a completely different outlook. I think we can all learn something from everyone around us. After all, the way you think about the world profoundly influences the way in which you behave.
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