Should Companies Only Focus on Experience?
As one researcher observed,"At present manycompanies do not trust new graduates ,who mayhave learned mountains of theories but lack practicalabilities," For many companies, they would like torank working experience as top requirement in theirrecruitment programs. But,as a matter of fact,collegestudents have spent years in taking compulsorycourses and selective courses, how can they accumulate required experience in college? Theycan not help wondering whether companies should lay their emphasis on experience whenrecruiting college graduates. As for me, companies' focus on experience is short-sighted，andhence companies should not only lay stress on experience.
Firstly, what lies behind their focus on experience is the motivation to cut expenditure inemployee training. Another consideration is that experienced employees can produceimmediate profits. For those employers,they are more interested in making money in thepresent than cultivating talents for the long-term benefits. They seem to lack long-termstrategies of company development. Generally speaking, prestigious companies that havelasted for a dozen years, even hundreds of years, always have a systematic plan for talentstraining. They would like to bear the burden of new employee training expenditure for thelong-term benefits. How can we expect those companies that are apathetic to recruit collegegraduates to reap profits in the future without enough supply of talented employees?
Secondly，while the recruitment of experienced employees can produce short-term profits, itis hard for those experienced employees to identify with the new companies' culture, andtherefore, companies have to suffer from high employee attrition rates. Companies' culturalidentities have been considered increasingly important to maximize productivity by holdingboth employees and employers together. Loyal employees are willing to stand by theircompanies in times of ups and downs. When employees frequently come and go,companieshave to bear new hiring costs,costs of lost productivity ,cost of knowledge,skills and contactsthat the person who is leaving is taking with them out of the previous companies.Obviously,the total expenditure of recruitment of experienced employees in the long term islikely to transcend the expenditure of training loyal employees in the beginning.
In sum, companies focus on experience is indicative of the motivation of producing immediateprofits by cutting expenditure in training inexperienced college students. In the longrun,companies are likely to bearmore cost of high attrition rates. Therefore, companies shouldnot only emphasize on experience and shouldgive opportunities to college graduates so lliatthey can reap long-term profits.