As chief admissions officer at two small colleges, the author has been responsible, in part, for ensuring that entry-level admissions counselors are trained properly. He learned through trial and error, and has adapted his methods to be increasingly sensitive to the learning curve of new employees. His thoughts about training new admissions counselors changed considerably as a new generation--Millennials--entered the workplace. To develop a training program for new admissions counselors, it is important to answer three questions: (1) Who is being trained? (2) What methods should be used to train new staff? (3) Who will be involved in delivering the training? The answers to these questions influence the development of a training program and suggest a specific approach for new admissions counselors--particularly Millennials. Given generational differences, a training program must be tailored to match Millennial learning styles and conventions. It is unrealistic to expect Millennials to respond to the type of training provided two, five, or ten years ago. This article suggests ways towards successful training and development of Millenials as admissions counselors. It maintains that proper planning for and content and timing of training all help ensure success for the new admissions employee. The need to train new counselors quickly makes it essential to develop a program appropriate for its audience and communicating the proper information at appropriate times. Embarking on this path will ensure development of an effective training program for new admissions counselors. Training successes at Augustana College confirm that the professional benefits to and the personal satisfaction of new admissions employees are well worth the investment of time and attention.