As experience says, “No man was ever so completely skilled in the conduct of life, as to not receive new information from age and experience. To this, the youth replies, “It is a pity that, as one gradually gains experience, one loses one’s youth.
Some believe that experience can be referred to as age, and the more the age, the more the wisdom. Well, most of the youth opposes to this view as they think that the world is advancing every minute and we need to advance with it or else would end up falling into declines such as of the Mughal Empire which also ended due to lack of modernization and the minimization of the thought to keep up with the British.
THE ‘IT’ DEBATE
There has always been a debate between hiring working professionals and freshers. Who should be given preference? This question often lurks in recruiter’s mind. Nowadays, many experienced employees are coming up for jobs and are proving successful in bagging a new job for themselves. Working professionals get chances majorly because Freshers lack experience. On the other hand, many companies sacrifice experience for youth.
To some extent, getting fresh blood on the job seems more idealistic rather than practical. Experience in a particular field counts; not the age. The fact that freshers come with new ideas and innovations is true, but this is also a fact that experience does count. Many companies especially hire experienced workforce, as they do not want to experiment with the new lot. Moreover, a lot of their time is wasted in training freshers, whereas it is opposite in the case of working professionals.
THE ’IT’ BUSINESS MODEL
At the bottom of the pyramid, you have Freshers with experienced people at the above levels. At the top, you have the client-facing team/Delivery Manager who interacts with the customer at the business level and assumes responsibility for the project’s success or failure.
So, for the business model to work, IT companies recruit as many freshers as possible and train them to do the basic coding, testing, and other related activities. At level 2 you have experienced personnel who will be coordinating the key modules or will be monitoring the development of codes on a regular level. At higher levels, you have experienced people whose salary is higher than lower levels and take care of system-level design/Testing design, etc. At the top, you have the delivery manager and above who are responsible for P&L of their department/team.
So, the business model works as long as the pyramid cost structure is not disturbed. This is the same reason companies pay very low salaries for those at the bottom of the pyramid and the same goes up as they move to higher levels.
What happens when there are more experienced people?
The pyramid bulges at the middle leading to a reduction of profit margin or making business model not viable.
The result is layoffs at middle-level management. In most of the cases, freshers won’t be sacked but higher-level staff face the brunt.
DISSECTION – FRESHER
Fresh graduates bring in an open mindset and are ready to face new challenges in the corporate world. This openness, when guided well, contributes to fresh ideas, brings in higher energy, newer ways to look at processes and new or different ways of working. This enables the organisation to develop an innovative culture.
Time is naturally an important factor when hiring freshers; as they need to be given enough time to settle in and find their foothold. Most newbies, usually, are savvier in terms of understanding technology. Their interest in technology advancements and social media can be fruitfully utilized to enable faster processes and design better reach-out plans to increase the customer base.
DISSECTION – EXPERIENCED PROFESSIONAL
Their experience is their biggest advantage to any organisation. Experienced professionals have a strong support system as they come with years of practical experience and are aware of the impact of certain actions and strategies. As they say, past behaviour is considered the best predictor of future performance in terms of the right selection of a candidate.
Here experienced professionals score high on the reliability of performance and speed needed to deliver. Given that they have worked in an organisational setup before, they can be evaluated well on their ability to make decisions and manage people.
WHEN TO HIRE AN EXPERIENCED PROFESSIONAL
- If the firm doesn’t have anyone with a particular skill set: freshers wouldn’t fill the gap, as they will take a lot of time to learn the skills on their own
- When internal people are extremely busy and can’t take time to train fresh talent.
- If the role is very critical and any mistake can lead to severe consequences for the business.
- If the position requires people management: never entrust the responsibilities of managing people to those who have not done it before. It is better to promote internal talent than hiring a fresh graduate from a top management school. And it is much better to hire an external expert who has the requisite competencies.
- If the business is seeing hyper-growth.
- When the job role requires very niche skills and competencies.
WHEN TO HIRE FRESH TALENT
- If you have the internal expertise in a particular field.
- When the internal team is willing to train and nurture talent.
- If the job role involves only small risks.
- If you have a limited budget.
- If the business is witnessing average growth rate and you have sufficient time to train new talent.
- If the position doesn’t exist in the market and you need to mould new talent according to your specific requirement.
BALANCE IS THE KEY
Hiring only freshers can result in high training costs, and poor implementation; while hiring only experienced candidates may result in the lack of agility and innovation in the organisation.
The mix of older and younger workers often plays out in clashing values, different pay scales, occasional resentment. But, with a bit of thought and effort, it’s possible to mix the experience of age with the enthusiasm of youth to create an engaging, productive workplace.