Hiring an inexperienced employee may seem to be risky, but it can help a company grow in ways that would not be possible if you only hired very experienced employees for the long term. Past experience plays a key role in how well and quickly an employee will adapt to a new company’s culture, office politics, and work procedures. But when a fresh face walks into an office without any knowledge at all of corporate America, it can have a surprising impact. In every company, there are procedures that must be followed and politics that must be played in order for staff members to get where they want to be. Having an inexperienced person in the office can sometimes circumvent this long, drawn-out practice that some might call terrible and ineffective when it comes to reaching business success.
Hiring the inexperienced can provide some unexpected dividends.
When someone is fresh out of college, the passion he or she has for the field will be extraordinary. These candidates won’t be run down from working in a corporate setting, and they’ll be highly energized and want to do the best work possible. These are the types of employees that will come in early and stay late, just to accomplish the business objectives set forth by their superior. They’ll generally go above and beyond because the passion they have for their field will be fresh. Those who have worked in the same department, doing the same tasks, experiencing the same everything for ten years or more won’t have the same eagerness to perform at the level of a new employee who has no experience.
It’s common knowledge that new generations entering the workforce often have new ideas that will revolutionize the space. Companies like Facebook, Dropbox, and even some smaller HR technology companies are being run by those who are either a few years out of college or in some cases have dropped out completely and have no prior experience in running a company. This is because the ideas and drive these individuals have is at an all-time high. Hiring the inexperienced might mean you have to teach them procedures, but they’ll be able to come up with new ideas on how to change your business for the better.
Once employees have been working in the same industry for a long time, they tend to get set in their ways. This makes it difficult for a company to encourage these employees to change or grow with the company. A new, inexperienced employee is like a piece of clay that you can mold and shape to adapt to new company expansion and initiatives.
The benefits of hiring the inexperienced are numerous, and you can almost always build a strong business case for hiring them. Whether its that they work harder, they’re more innovative, you can pay them less, and they don’t have families (generally), or that you can easily mold them into the kind of employee you want are just a few. Depending on the skills needed for the position you’re hiring for, it can be a very good move to hire an inexperienced new hire, and that person may have a bigger impact on your entire office than you might think possible.
While it is expensive to screen and hire people to find the right fit for a position, bad hires can cost you in terms of their productivity and, if you have to let them go, additional hiring expenses. Download this e-book to learn how you can use up-to-date best practices to prevent the best employees from leaving.View Now
Jessica Miller-Merrell, SPHR, is an author, speaker, Human Resources professional, and workplace social media expert who has a passion for recruiting, training, and all things social media. She is the president and CEO of Xceptional HR, and a leader in the HR community with more than 12 years of industry experience. The author of Tweet This! Twitter for Business, Jessica was named by HR Examiner as the second most influential recruiter on the Internet and the seventh most powerful woman on Twitter. She is a columnist for both SmartBrief and The Huffington Post, in addition to Blogging4Jobs and Human Resources One on One. Jessica has been interviewed for professional articles in CIO Magazine, Entrepreneur Magazine, SHRM’s HR Magazine, and on CBS. Jessica earned a Senior Professional in Human Resources designation in 2008, and holds a bachelor’s degree in Anthropology and Business from Kansas State University. Originally from a small town in Kansas, Jessica currently lives near Oklahoma City with her husband, Greg and daughter, Ryleigh.