The eternal struggle of generations that never seems to end: what accounting is more effective, a junior - full of energy ? or the older and more experienced? Is there a clear answer to this question?

The recruitment process takes a long time and is easier on the both sides, both for employers and for potential future employee. And one, and the other is experiencing tremendous stress. Both up to focus attention on the CV, both also fairly preparing for a job interview. Once it will happen, the employer meets all sorts of people: having a different view of the world, other interests and passions, in the end - the differing age structure.

When choosing an employee, we focus on a peaceful and pleasant cooperation: the youthful enthusiasm and openness, but also a lot of experience and stability. But who choose when we only have one job-and there are so many volunteers?

An employee with more experience will offer us greater skills, making its implementation to the new company will not be too time consuming or difficult. However, if he/she has so much experience, why looking for a job? What dealt with before: if worked at the same company, or the resume is so extensive as to be difficult to comprehend?

If worked for several years with the same employer, which meant that he/she was not working? If I hire him/her, he/she would have no longer their customs and habits? Will it be enough to open the courageous will face new challenges, or rather so much is related to the old course of action would not be able to give it up?

On the other hand, if the candidate boasts that has worked in many companies, so know the different accounting systems can cope with various activities, why so often changed his place of work? This may indicate his disloyalty and reverie only to their own interests. And this is not a positive feature - if another employer will offer him a higher salary, we cannot count on the fact that the employee refuses and stay with us. And maybe that is quite different: was the employee so ambitious that he would not "stand still", but the former employer did not allow him in any way the development and fulfillment?

What if we are dealing with a young candidate who had just received a master's degree? Was struck him just because he is young, and indeed will have to learn everything from the beginning? Keep in mind that such a person may be characterized by openness, certainly shows a great enthusiasm and willingness to work. He also has the necessary theoretical background, because left the walls of the university. But we must reckon with the fact that the implementation of him to work can be a bit more time consuming, require more and higher paying attention to investment in further training. In return for this risk, however, get a rough stone, which - if we want and when to do so will seek the young employee - can be a diamond in our company, but it can also simply burn out ...

The general consensus is there is a perception that the employee has a huge problem during the recruitment process. Let us, however, on-site employer: who selects the employee with whom has their plans. Seeing quite strangers, from among whom must choose this one. What to bet: the experience and stability of the enthusiasm and energy? What if the experienced worker will be closed to new solutions and, if youthful enthusiasm proves insufficient?

Remember, each person must be treated individually, because each person is different. Never judging the book by the cover - try to consciously choose the most suitable employee - one in which the conversation was pleasant and peaceful. Age is a secondary criterion. Most important are the abilities and enlightened, open-minded.

Main page Other posts