All employers will face this problem at some point or another. Do you employ a promising but junior candidate, or do you take on someone with a proven track record in the role you are recruiting for? With a larger pool of candidates to select from at this current time, both candidate types have pros and cons, and choosing which one is often down to your company’s current status and staffing requirements. In this blog we’ll take a look at both candidate types and explore their suitability.
A junior candidate’s background could be that of a student, a mature person who has changed careers or someone who has recently completed an apprenticeship. The candidate may be highly-skilled and offer bags of potential, reasonable salary expectations and a willingness to learn and develop. They may have acquired the necessary qualifications for the job and may already have some work experience under their belt (especially in the case of an apprentice), however, this type of candidate is likely to be early in the process of building substantial industry experience and may not be familiar with all the pressures and demands that the job may bring.
The Experienced candidate
The experienced candidate is likely to be more mature and may have worked in the industry for a considerable period. This candidate will often be able to hit the ground running, requiring very little help or assistance and will be able to make a quicker impact. The experienced candidate may also be less eager to progress in the role which could allow for more stability in a time of great change and could contribute to a higher staff retention rate. This candidate is likely to command a higher salary than a less experienced junior candidate.
What type of candidate do you need?
If you require a skilled worker who can fill the vacancy with very little assistance, or if you have neither the time or finances to provide on-the-job training, then employing an experienced candidate is the right hire for you. This candidate is a safe choice, particularly for companies who are experiencing financial difficulties and need continuity with little time for training new staff. Employing inexperienced staff when a company needs to be as efficient as possible in difficult times may cost more in terms of losing customers and income.
However, if you are looking to invest in the future and train new employees to undertake entry-level roles with a view to progressing them through the company, then choosing an inexperienced and enthusiastic candidate with high potential could benefit you in the long run. Being able to train and shape their skill-sets in tune with the specific needs of your company can help its productivity and long-term growth.
How to Choose Between Junior and More Experienced Candidates
Before making an interview shortlist, you should work out whether your company is looking to expand and develop, save money or simply to keep running smoothly. This will greatly impact on the type of candidate you will need to employ. As we have seen, both kinds of candidate have their advantages and disadvantages, so it is a matter of weighing up your company’s present and future employment requirements.