It hard times for salespeople (and sales managers) over 50 today. As companies downsize, they find themselves five times more likely to be let go when compared to their younger counterparts. They also have a more difficult time finding new jobs because younger sales managers have five basic fears about hiring someone older than themselves:
They are Un-coachable. Younger sales managers fear older salespeople are set in their ways and won’t take their directions.
They aren’t Technically Savvy. Younger sales managers fear they haven’t ingrained technology (PDAs, e-mail, and web-based sales force automation) into their daily working routine (nor are they up-to-date on the internet, blogs, texting, Twitter, etc).
They are “Washed Up.” Younger sales managers fear older reps are burned out from too many years “carrying the bag.”
They Have a Poor Work Ethic. For a variety of family, personal, or health reasons, younger sales managers question how hard they will work.
They Really Want My Job! Perhaps the biggest fear of a younger manager is that he is hiring someone who may upstage him in the eyes of senior management in order to fulfill an ulterior motive of taking over his job.
Given these fears, I would like offer five factors sales managers should consider when choosing between younger and more senior salespeople.
1. Do you have to Sell to the C-Level? The C-level Executive sell is based upon establishing credibility and trust. Who do think has an easier time establishing rapport with senior executives; a 26 or 56 year old salesperson?
2. It’s about relationships, not Rolodexes. Never hire any salesperson solely based on the Rolodex (if you’re under 30 you might have to look this word up) of customer contacts they claim to possess. Hire the salesperson who has a successful track record at penetrating new accounts and proven their ability of turning aloof prospects into close friends.
3. Wit. Most companies make previous experience in the same industry their main criterion for hiring. Since these salespeople command the industry nomenclature, they are assumed to be qualified candidates. A more important hiring criterion is how candidates respond to pressure. In other words, how quick-witted or fast on their feet are they, what is their ability to learn quickly, and are they able to solve complex problems in real time? In this regard, don’t judge a book by its cover and assume a little gray hair means a lot less grey matter.
4. Sales is a Mentor-based Profession. Sales organizations are mentor-based environments. Inexperienced salespeople don’t know what they haven’t seen for themselves. Usually, it’s through the “school of hard knocks” that they gain their experience. Unfortunately, this takes time. The entire team can benefit from emulating salespeople who have accumulated a reservoir of experience working with customers.
5. Who Do You Trust? Peek into the cockpit as you board your next commercial flight. Chances are you are putting your life in the hands of one of the 70,000 airline pilots that are over 50 years old.
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Having run into this countless times - I heartily agree - well said!
Posted by: Craig Lunt | June 16, 2009 at 09:13 PM
This doesn't just apply to Salespeople. When I was in my 20s, I was "overqualified but lacked experience." When I was in my 30s I was "qualified, but wasn't old enough for senior executive positions." When I was in my 40s, I was "Qualfied and old enough for the senior positions, but now they were downsizing to mid-level positions." Now that I'm in my 50s, "I'm overqualified, have too much experience and younger people don't want to hire me." If a person in the position of hiring or interviewing is the type who is fearful of his or her own position, doesn't recognize wit at any age, you won't get the position. If you're like me, who is horrible at interviewing and writing resumes because I do my best work under pressure, with deadlines, with creative people, and am not a linear thinker, I need to have someone that is interviewing me that is exactly like that....otherwise, I don't get it either. This was a great article. Thanks.
Posted by: Gary James | June 17, 2009 at 08:04 AM
These prejudices are most unfair indeed! I would say that our staying power has three factors noone can deny us: personal confidence, real time saavy and finally, being humbled by the new people we meet. Even though, we may want to show our best side, we may inadvertantly stick our foot in our mouth or swing it right at someone else's with our own lack of sensitivity toward's another person's value as we move to promote our own vs. their experience.
Posted by: Training Connection | June 17, 2009 at 12:07 PM
It's unfortunate that any age group is discriminated against when it comes to employment (it is prohibited by law, but we know it happens). One thing older job-seekers need to do to increase their chances of getting a job is to make sure their resume doesn't age them. Here are some tips in a nutshell. As it happens, I just posted this today: http://www.salesgravy.com/Network/?L=blogs.blog&article=852
1. Reference current technology on your resume (and get up to speed on current technology)
2. Use up-to-date terminology
3. List relevant and recent experience
4. Use the latest job-seeking tools http://www.salesjobs.net http://www.linkedin.com
5. Get professional resume advice
Smart hiring managers do not look at age (too young or too old) they look for the person who is going to fulfill the needs of the position best. Hiring the wrong person is going to result in wasted time and money and will be a reflection on you. Hiring or not hiring someone simply based on age is a mistake.
Posted by: Lynn M | June 23, 2009 at 08:00 AM
it is a shame that this discrimination is still practised in this day and age. The principle of best person for the job regardless of age should apply.
Posted by: Sales Training LA | June 26, 2009 at 03:40 PM
Hey, the generations have to co-exist, and some enlightened sales folks who are Gen X will reverse mentor Baby Boomers. It is important to appeal to this aspect of the Gen X's needs when you are in the hiring process. After all, we are not always experts even with being in the game a long time.
Posted by: Dave Brookmire | June 27, 2009 at 05:07 AM
One of the research areas we are pursuing is what types of incentives work best with sales professionals. Most companies give the same old tried and true incentives. It would be great to get the senior experienced perspective on this survey: http://tinyurl.com/c9a98p
Posted by: Dave Brookmire | June 27, 2009 at 05:09 AM
I have a few reps over 50 on my current sales team. They reason I don't shy away from older sales reps is I know what to expect.
In most cases I know that I will get a sales person with a very strong work ethic.
With the older reps I have, technology has been an issue. I find we can always work through tech issues where as work ethic is something that is learned over time.
Last point - I find that older sales people tend to be marathoners rather than sprinters and are less likely to jump ship when the first opportunity that looks better comes along. Younger sales people are always looking for the next great gig, and often get burned.
Posted by: Matt Landry | June 28, 2009 at 08:29 AM
You should check out Brian Parsley's take on how to create connections. Phenomenal and it certainly helps, not matter what the age.
http://www.brianparsley.com/?p=35
Posted by: mcalver | July 02, 2009 at 08:18 AM
Great blog site Steve!
I've been selling for half of my 50+ years, most of those years with companies I own. I found that selling is all about building relationships. The process, or maybe more accurately, the path to building relationships has changed over the years.
I can make a case for the people my age who have some long-standing relationships having an edge. I can also argue the the younger guys "get stuff" that some of the folks my age resist. But the bottom line is results. You get sales or you don't. Results are not gray, only black and white. If the guy you were working for doesn't want the money you're bringing, someone else will.
This next statement will PO a few people too. I don't understand "can't find a job" from a "sales person." It's an oxymoron. If you cannot sell yourself and your value why in the world would anyone hire you? Shoot, you ought to be the product you know best. Quite frankly I have not recently run across to any business owners or sales managers with the problem of "too much business." They all have a problem.
If you are a "senior" like me ... or a even young person like I once was, go solve the problem for them. Bring them some business. They won't turn it down! Nothing shows value like bringing some business to the table.
When you cut through all of the words and positioning about age, sales is about getting through to someone who has a problem, establishing credibility (building a relationship based on trustworthiness and expertise), presenting a solution with value, and helping the person across from you through the process of buying.
That's age independent. It is only a matter of mastering the communication skills involved and continually learning and refining your approach. Maybe if you're over 50 like me (or lucky enough to be under 50) and suddenly out of work you need to learn some new tricks. Try some of my ideas (free) from http://agilepanda.com or email me: rtews AT agilepanda.com
Best of luck in your endeavors.
Posted by: Rich Tews | July 10, 2009 at 03:12 PM