Recruiting an 18-Year-Old: Tips for Success

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Discussion Overview

The thread discusses experiences and thoughts on recruiting young individuals, particularly those around 18 years old, into a direct sales business. Participants share personal anecdotes, insights on the potential of younger recruits, and considerations for supporting them in their early stages.

Discussion Character

  • Anecdotal
  • Opinion-based
  • Exploratory

Main Points Raised

  • One participant, identifying as a consultant, shares their experience of recruiting their son's ex-girlfriend, emphasizing the need for guidance in the beginning.
  • Another participant mentions that age can vary in terms of readiness, referencing a successful recruit who started at 20 with no cooking experience.
  • Several users note that younger recruits may have fewer negative experiences with direct sales, which could be beneficial.
  • One participant discusses the importance of encouraging young recruits to build their own customer base beyond their family's support.
  • Another participant highlights the potential for younger recruits to connect with peers, suggesting they may have more leads among their age group.
  • One participant mentions a 19-year-old recruit who is excited and has been encouraged to leverage her college connections for business opportunities.

Areas of Agreement / Disagreement

Views differ on the challenges and advantages of recruiting younger individuals, with some participants expressing optimism about their potential while others caution about the need for proper training and support.

Contextual Notes

Participants share personal experiences and observations regarding the recruitment of younger individuals, focusing on the dynamics of support from family and peers.

Who May Find This Useful

Consultants considering recruiting younger individuals or those interested in understanding the dynamics of working with younger recruits may find this discussion relevant.

M
Malinda Klein
Gold Member
Messages
518
Any advise on recruiting an 18 year old?

I called my son's ex-girlfriend (they are still friends and she dog sits for us) and asked if she would like to join my team. I brought over information to her house Friday and she is joining me on a show.

She just graduated high school and I"ll need to do alot of handholding in the beginning. I don't mind that. I figured her first show would be hosted by her mom...

I pulled our marketing pamphlets for recruiting, and there was disappointed the pictures didn't include anyone too young. I gave her very limited brochures (except I did giver her the Come Join Us one).

Any suggestions?
 
How old was Jillian from NY when she started - early 20's. Really depends on the person. So many college kids sell Cutco during the summer in my neighborhood. Think it could work if her family helps her and she is self assured. How does her mom feel about hosting the first show??
 
Didn't Jillian Grant start at 20, and could not boil water? (from the cookin in action dvd)
If she has the personality for it, then encourage her. I wish I had started this then.
 
great minds, mama...
 
There is an upper level director in GA who started when she was 18, she is in mid to upper 20's now and PC is the only job she has ever had, it was all she wanted when she turned 18. I would encourage her to go for it and just be there for her!
 
I have a potential recruit who is planning to sign in July (when she returns from Peru), and she is only 19. She is also extremely excited!

My recruit/good friend and I are fighting over who gets to sign her daughter in January, when she turns 18! Since she'll probably still be living at home, I say she'll have to sign under me. Gail says, no, she'll have to wait until she leaves home. Sigh, I don't think this is a fight I can win (but, either way, I'll be the winner).

To answer your question - the only suggestion is to treat her like any other potential recruit - if she's interested and enthusiastic, encourage her to sign. If she has quetions, be there to support and encourage her.
 
My babysitter is 16 and can't wait to turn 18 so she can sign. Her Mom is really supportive too.

I say go for it!! She may need more coaching, but she won't have the past, possibly negative, issues (bad experience with other DS companies, etc.) you can run into with more 'seasoned' recruits.
 
  • Thread starter
  • #8
Thanks everyone. I haven't talked to her mom yet. I figured I would see how her interest is after she sees a show. If she's interested, I figured I would schedule time with both her and her mom
 
I would try to encourage her to think outside of her mom's show. Yes, her mom and her mom's friends may start her off, but it will be up to her to keep it going. My high school senior recruit hasn't made it to $1250 yet. Perhaps I could have trained her better but I honestly don't know if she was ready. She hasn't developed the discipline necessary to have her own business and thought her mom's friends would all be jumping up and down to help. When they didn't, she just stop.
 
Just an idea for her for building a customer base...

My mom just attended a MK party and the consultant is a young college student. One thing she does is find out what the favorite products are of students and then when it's their birthday or holidays are approaching, she works with the parents and/or friends recommending those products as great gift ideas.

If she's going to be in college she could collect wishlists from students for either dorm room necessities (small sheet pan for toaster oven, collapsible bowls for popcorn but easy storage, etc.) or new apartment necessities and then work on getting those orders from relatives.
 
My new recruit is only 19 and she's very excited to join. I have talked with her about her girlfriends at college and those moving out on their own. I think that starting in this business when they are younger is fantastic. You get to help them grow and watch them shine!!! Also, they have more "Potential" leads with their peer group. Newly engaged brides, moving into first apartments and of course all these youngsters seem to have more money to spend than some of us that have more bills accumulated ie mortgage, daycare, 2 car payments, etc.
 

Frequently Asked Questions

What are the benefits of recruiting an 18-year-old into direct sales?

Recruiting an 18-year-old can bring fresh energy and enthusiasm to your team. They often have a strong social media presence, which can help in marketing products effectively. Additionally, they may be more open to learning new skills and adapting to modern sales techniques, making them valuable assets in a rapidly changing market.

How can I effectively communicate the opportunity to an 18-year-old?

When communicating the opportunity, focus on the flexibility and potential for income that direct sales offers. Use relatable language and emphasize how this opportunity can fit into their lifestyle, such as balancing school, work, and social activities. Highlight success stories of young recruits to inspire them.

What strategies can I use to engage an 18-year-old in the recruitment process?

Utilize social media platforms where they are active, such as Instagram or TikTok, to share engaging content about the business. Host interactive events or workshops that allow them to experience the products and the community firsthand. Encourage them to ask questions and express their ideas to make them feel involved.

Are there specific challenges I should be aware of when recruiting young adults?

Yes, young adults may have limited experience in the workforce and may be hesitant about committing to a sales role. They might also be balancing education and other responsibilities. It's important to be patient and provide mentorship, ensuring they feel supported as they navigate their new role.

How can I support an 18-year-old once they join my team?

Provide ongoing training and mentorship to help them build confidence and skills. Create a supportive community where they can connect with peers and share experiences. Regular check-ins and recognition of their achievements can also motivate them to stay engaged and committed to their new role.

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