We saw the immense importance of people in a successful business through our previous article. Today, we will be exploring why big companies prefer experienced employees in their process of recruitment.

Let’s start with a simple example.

Amit invited his boss at his home for dinner. This dinner was to celebrate Amit’s promotion. He knew that his Boss loved Veg Biryani and decided the same menu for dinner. Priya (Amit’s wife) planned to watch Biryani recipes on YouTube and experiment them at home. She had only read books about recipes and cooking, but had never actually tried her hand at the kitchen. However with a commendable experience of cooking, Amit’s mother cooked innovative delicacies without YouTube’s help. Her experience counted.

Suppose you were Amit, whom would you request to cook the Biryani?

The answer is very obvious in most cases. Amit would prefer his mother to cook the Biryani for this party. He may ask Priya to experiment the Biryani some other time. That is because he trusts Priya, but does not want to risk the quality and taste when his boss is visiting his family for the very first time.

Similarly, when companies are managed, people are assigned the jobs and roles considering the seriousness and depth of work. Internal Stakeholders (such as employees) influence the strategic propositions of business. They count in defining the productivity, efficiency, and branding of an organisation. Hence companies who have a high value stake-holding, do not usually engage with anything that will impact the quality of their offerings.

Moreover, there are some tangible advantages of having experienced employees in the organisation. They are;

1) Technical Aspects:

When a person works in a particular domain of an organisation, he learns the dynamics and intricacies of executing his technical skills. His skills are not merely limited to the theory aspects. Hence, the scope of his Vision expands beyond the bookish limitations and he starts becoming a solution driven candidate than merely a corporate analyst.

2) Process oriented Aspects:

People with experience have an idea of the basic protocols of corporate communication and reporting. Many times, they can understand the perspectives across domains and managerial structures more clearly than the less experienced candidates. This makes their teams more productive and responsible with the projects.

3) Time Aspects:

Experienced employees know the actual dynamics of work and execution. Somehow, they take less time in completing the work with perfection. Hence, they prove to be a wise investment for the organisation. Essentially, lesser time does not mean an increase in mistakes for such employees.

4) Behavioural Aspects:

Experienced candidates have an idea of the dynamics of corporate environment. Hence, they do not have to struggle much with the behavioural elements of working with professional teams. Freshers usually face great problems in such cases, as they take time in aligning with such dynamics.

5) Cultural Aspects:

The cross culture shocks are felt more with freshers than the experienced employees. Experienced employees gradually develop a rationale with the diverse organisational cultures. Hence, it is easier for them to maintain a productive distance from such culture shocks. Somehow this becomes a challenging task for the less experienced candidates.

These aspects jointly contribute towards building harmony and productivity within the employees and teams. The quality of people defines the quality of an organisation. Hence, experienced employees are preferred considering the Vision, Mission, Aims and Strategies of organisations. However, there are also times when these experienced employees start being unproductive after a while. At Milastic, we offer services that rejuvenate the energies of such employees and make them productive again.

On coming Wednesday, we will be back with the next article of this series for Freshers. Till then, “Keep Smiling and Enjoy Learning”

 

For further details, mail us on pushkar@milastic.com

 

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