— The main stereotype associated with older professionals is a lack of motivation and loyalty compared to younger professionals. Experienced older professionals know their worth and expect the best. There is also a common belief that experienced professionals are more susceptible to burnout. This stems from the notion that after many years in the industry, with a stable income, they may gradually lose interest in their work, feeling there is nothing new to explore.
When it comes to the stereotypes about younger professionals, it is often believed they have inflated self-esteem. We had a curious case while searching for a PHP developer. A 17-year-old high school student applied for the position. We invited him for an interview out of curiosity, expecting to meet a 'wunderkind'. However, we were pleasantly surprised to find that he was not only well-prepared but also highly motivated, hardworking, and possessed remarkable emotional intelligence. We extended an offer, and he became a valuable member of our team. He still works with us to this day.
When speaking about young specialists, there often exists an unspoken agreement between companies and candidates. Companies hire individuals without prior experience, fully aware that additional resources will be required for onboarding and training. In return, they gain highly motivated individuals eager to gain valuable experience. Everything is fresh and exciting for young specialists. On the other hand, companies expect loyalty. In our experience, young professionals who joined our team directly after university tend to stay with us longer compared to those with prior job experience.
It is also worth considering that young professionals are more likely to be juniors, while older professionals are seniors. Comparing them is nearly impossible, as middle-level and senior-level do not stay in the company for long – they are in high demand and already know how to position themselves in the market.