Running an inquisitive eye over the two types of candidates…

With the power pendulum swinging back from employers to employees and candidates, the job market has caused many businesses to question just what it is they are doing and what they want from their team.

One of the major sticking points is the difference between junior talent and senior experts, and which ones will suit the needs of the company or fit into the company’s future business plans. Taking on someone with lots of potential yet little experience, or choosing a track record which is in serious demand, can be one of the hardest choices in recruitment.

Dwindling supplies of top tier candidates, who are snapped up almost instantly for well-paying roles has driven organisations to test the waters of seeking out the untested and the university leavers.

Whether they are straight out of Uni, an apprentice, someone from the workforce who has retrained or someone who is turning a hobby into a career, they should never be discounted from these niche roles. Aside from reasonable salary expectations and a willingness to develop, one of the main reasons to seriously consider these candidates is that they are usually extremely up-to-date in terms of the software they use. They may also be looking for some kind of guarantee of progression within the company.

On the flipside, the experienced candidate will be able to start working straight away, not needing much help. By this point in their careers, the experienced candidates will know what they do and don’t want. They will accept the offer or they will reject it. There will be very little hesitation or dawdling. If your retention rate is important to you, you may desire this type of candidate.

If you are looking for a quick impact, go with the experienced prospect. If you desire a individual who intends to have a deeper impact, then select a new talent. Where your business is, financially, can have an impact on who you choose. It is a delicate balancing act because experienced candidates will cost more in this climate, yet spending time on new blood can cost more in time, which in turn, costs more in money in the long run.

With most companies, a balance should usually be found between experience and junior talent. If you choose a new talent, you are choosing someone who knows about the newest innovations and has energy, ideas and passion. The experienced hand has been through this stage of their life and are seeking something more stable where they can use the skills they have gained to benefit your company.

Efficiency can only be achieved with the right mix and if your company has little experience of onboarding junior talent or of creating something like Data Team, you will need to bring in experience consultants or dedicated specialist recruitment partners, who can utilise their years of experience to help you get that mix right.

 If the pandemic has shown us anything, it is that investment in the future has been neglected in favour of the hunger for short term gains. Now that organisations are waking up to that fact, one of the ways they are making up for it is by dedicating resources towards junior talent. Hiring them, yes, but also investing in their future in order to retain the talent. They will come to the business trained in a certain discipline with an aptitude with certain programs, but their skillset must be developed so that their soft skills are on point for the company’s future.

Curious about how Zenshin Talent can help your organisation? Contact us today for a no-strings conversation about your needs and our experience.