Hiring Millennials into paid positions is difficult enough; so how on earth do you attract them to commission-only jobs? What’s the secret to selling a full-time position with deferred payment to a generation who places high importance on instant returns and gratification?
The solution is two-part; you must first address the unknown, then spice up the value proposition. Remember: you’re competing with the comforting psychology of a guaranteed paycheck. As a result, setting clear expectations and an attainable vision of success during the interview process will be critical in recruiting top Millennial talent to your commission-only positions. You can do this in two stages during early conversations with candidates:
- Clearly lay out expected earnings potential.
Laying out earnings expectations for 1, 3, 6, 12, and 24 months out is an excellent place to start. The word “expectations” will help assuage concerns over the commission-only model. Then, a segue into earnings potential becomes natural and powerful. Some sample language you can use:
“At a salaried position, you have to wait until the end of the year for a bonus. Here, you can earn a bonus anytime. Furthermore, at a salaried position, there are limits on what you can earn. Here, your hard work will directly translate into higher earnings.”
Language like this helps Millennials see the potential, as opposed to the limitations, of a commission-only model.
- Play the role of mentor.At this point in the conversation, even a confident, entrepreneurial-minded Millennial will wonder “but what if I fail?” You can address this fear head-on by assuring them that you won’t let them.
[Tweet “Millennials grow with guidance and place a high value on experiential learning.”] 79% of us want our boss to serve as a coach or mentor, and 88% of us prefer collaborative to competitive work cultures. Plus, strong mentorship is the #2 strongest retention tool for Millennials, behind alignment with the company’s purpose.[1]
Certain key phrases will eliminate culture concerns and paint you as someone they’d desire to work for. Positive, supportive language like this will augment every interview you conduct, but works especially well with a young person:
“I won’t let you fail.”
“We’ll create work plans together.”
“You’ll get some of the best sales training on the planet; training that you’ll have forever.”
“My office is always open for questions.”
“I’ll turn you into a rock star.”
“Commitment goes both ways; you make a commitment to me, and I’ll make a commitment to you.”
In summary, mention of pay and mentorship are critical while recruiting Millennials. Assure them that if they work hard, they’ll succeed; and you personally won’t let them fail. Many employers forget to make the latter point so you can use a promise of mentoring and coaching to gain a competitive edge over other recruiters: even those hiring into salaried positions.
What’s your company’s current “Millennial Problem?” Recruitment? Retention? Engagement? Message me on LinkedIn and I’ll do my best to help.
About The Author
Chris Butsch is an expert on maximizing the Millennial generation in the workplace, Chris has directly advised Fortune 500 CEOs and delivered keynotes on three continents. Having built a reputation for offering managers free and immediate “quick wins” to maximize Millennial retention and productivity, Chris is organizing his latest findings in a new book called These Damn Millennials.
His business website is: www.chrisbutsch.com
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