Training for young professionals: an unnecessary waste or investment?
Young people who have barely finished university or college and start looking for a job in their field of specialisation immediately face a problem. Few employers want an employee without experience. Why are entrepreneurs and company managers hesitant to recruit someone who is still fresh in the recruitment process? The answer to this question is quite complex. A large number of employers still have doubts about whether hiring a young employee with no work experience and training will leave them with nothing. In other words, is it worthwhile for managers to invest in young professionals when the risk of them defecting to competitors later on remains high?
Employers themselves create the grounds for doubt
According to recruiters, this problem might not be so serious if it were not for the attitude of employers themselves towards students. Today, a large proportion of company managers still choose their staff on the basis of experience. Few are willing to select and recruit inexperienced final-year students or young people who have just graduated, as the talk about the volatility of such applicants is questionable. However, labour market experts argue that this is just stereotyping on the part of entrepreneurs and underestimates the youthful maximalism, responsibility, motivation and innovative approach to work of young professionals. Sometimes, even when a young professional gets a position in a company, after a year or two, some employers still see him or her as a newcomer who cannot yet be entrusted with more complex and responsible tasks. It is this perception that often gets in the way of developing a loyal, talented professional.
Years of experience and professional training
Although it is said that the best way to learn is through practice, it is not always the case that years of work experience are the same as the knowledge acquired through professional training. For example, an employee who has worked for many years in a small company in a small town may have accumulated a lot of knowledge, but rapid advances in technology, information or other forms of technology have made his or her competences somewhat outdated.
Moreover, a large number of old (not in the sense of age) employees overestimate their experience and have no particular motivation to make an effort – after all, they have already earned their stable status. This is the kind of attitude that can be very detrimental to the success of a business. A young professional who is sent by an employer for vocational training is usually motivated to improve and, in the long run, to move up the career ladder. Therefore, when developing their staff, a company manager must decide and assess exactly which option would be more effective for their business.
Thus, every business leader must decide what kind of staff he or she needs when making important business decisions on a daily basis. Those who prefer to focus on loyal, responsible and hard-working staff, however, can choose between experienced employees and promising candidates who have recently completed their studies. It is not a good idea to assume that a young person will only benefit himself or herself without bringing anything good to the organisation. Very often, professional training or refresher courses boost a young person’s motivation, which in the long run will lead to his or her becoming a professional and a real success in the business.
