No Country for Young Specialists: Why Do Companies Refuse to Hire Junior Specialists?

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We have addressed on several occasions the topic of job search and employment of junior specialists. We've discussed how they can search for jobs in today's market and presented the advantages and disadvantages of hiring young professionals. Today, we suggest looking at the situation from another perspective: Why is hiring junior specialists so challenging, and why do many companies hesitate to collaborate with young professionals?

All-in on Junior Talents

Imagine this scenario: you are an owner of a small company with the time and resources to train an inexperienced employee. However, this isn't your first attempt. It marks your tenth junior candidate (for various reasons, you've had to part ways with the previous nine.) Yet, you start the training again, from introducing the new hire to the company and passing on your expertise. Of course, nobody has endless energy and patience, leading you to consider hiring more experienced professionals, even if their salary is higher.

Nevertheless, many companies value young professionals for several reasons:

Tailor-fit employee
Companies aim to develop specialists who seamlessly fit within their organisation, thereby avoiding retraining already-formed professionals.
High Motivation
Junior employees typically have more enthusiasm, display a strong desire for professional growth, and often find fulfilment in routine tasks.
Financial Advantages
Often hiring junior specialists is more cost-effective than hiring experienced specialists, which benefits the company's budget.
Fresh Perspectives
Junior specialists bring new ideas and can provide a fresh viewpoint within the company.

However, despite these advantages, finding a capable junior specialist is more challenging than it may initially seem.

Challenges of Hiring Junior Talents

Cheating on Tests

We discussed the relevance of using test assignments in today's IT recruitment.

Quite often, junior developers are asked to complete a test assignment. Employers typically focus on potential and abilities rather than strict correctness. However, some junior specialists may use AI assistants like Chat-GPT to showcase higher skills and knowledge. Of course, the lack of necessary skills will become evident in the work process, and the truth will eventually come to light. Nevertheless, time and effort cannot be reclaimed.

Unfortunately, no one is immune to such situations, and we are no exception. In our company, we had a case where a candidate excelled in the test assignment, appeared highly motivated, and was eager to learn. However, as we started to work, it became clear that their skills didn’t align with what they had claimed. Training proved to be quite challenging, and eventually, we had to part ways.

High Turnover

Junior specialists tend to switch jobs frequently, which can present a challenge for companies aiming to build a stable team. Many junior professionals are still in the process of self-discovery, making it challenging to place long-term bets on them.

Excessive training costs

Mentors who begin training junior professionals find themselves in a difficult position. On one hand, they need to focus on their work; on the other hand, they must provide continuous support and guidance to the young specialist.

Overconfidence

Some young specialists may exhibit excessive confidence in their knowledge and skills. In the early stages, they can struggle to accept criticism and feedback from more experienced colleagues.

Incompatibility with corporate culture

For the successful integration of a junior into a team, a candidate must share the company's corporate culture. However, it's not always easy to find a candidate who possesses the required skills and aligns with the values.

Should you hire junior professionals, and how should you go about it?

The truth is that choosing the right junior specialist is not as simple as it may seem. Many factors need to be considered, from motivation to trainability. Hiring junior professionals can sometimes feel like a gamble since they lack references from previous jobs and experience in the sector. However, if you're willing to deal with the challenges, you can cultivate an excellent specialist tailored to your business and goals.

How to hire junior specialists?

We've previously published an article addressing this topic, offering an in-depth guide on factors to consider when hiring young professionals.

In the meantime, here are some key points:

Focus on soft skills: create a set of skills to assess and decide how you will evaluate them.
If you use a test assignment, don't just judge the work for correctness but also pay attention to the logic behind the solution and the thinking style.
Decide on the geographic scope of your search. Are you offering relocation, looking for remote employees, or seeking on-site positions?

We hope you can find the perfect junior professional for your company and nurture them into a senior role. :)

If you require middle and senior-level specialists today, don’t hesitate to reach out to Lucky Hunter. We’ll help you find the top IT professionals for your business. Just fill out the form, and we’ll be sure to get in touch with you!

Alexandra Godunova

Content Manager at Lucky Hunter

Focusing on a diverse range of topics including talent acquisition strategies, employer branding, workplace culture, leadership development, and industry trends. With her extensive knowledge, she delivers engaging content that helps businesses thrive in the competitive landscape of today's job market.