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There are many unwritten advantages unrecognizable in working with college graduates or even those who haven’t finished college yet. Of course there are many disadvantages. Not everyone has the nerves and patience or skill, to explain to someone what to do and to have months of patience for that information to be assimilated (me included!).
Advantages when working with students or college graduates
(May) Young people are very enthusiastic or determined to make a career in this field. They’re in those years that they’re aware that they don’t know anything and have to work. I remember when I felt that!
So they will stay overtime, they will be interested to accumulate as much knowledge (from which they will forget half to next month, because they do not have all the necessary bases to understand the information and make logical links, but it is nothing, here comes our patience) , they’ll be proactive.
They’ll work on lower wages. You’re going to say they don’t know how to do anything, and from this perspective some would think that any salary is too high. But I’m telling you that you’re not looking at the right thing. It means you don’t know 30-40-50-year-olds who push 2 papers for nothing on colossal wages, because you see, Lord, they have experience. Obviously, there are cases and cases, but you understand the comparison.
They won’t have any problems with repetitive work that no one wants to do. Listings, Indosarieri, arranging in folders will not be a problem for those without experience. There are obviously exceptions! I think I’ll put that as a General Disclaimer This phrase.
Disadvantages when working with students or college graduates
For them all summer is a vacation and every weekend starts Thursday and ends on Tuesday. Unfortunately (or luckily), you have to understand that this comes with enthusiasm. That’s what people do (May) young, live. Not for the office, beside him. I’m trying, but I don’t get it all the time. It’s really not pleasant in our field, especially when you approach the monthly deadlines.
They have exams. Many. I mean, they need free time to learn, free time to take exams, and if you don’t want to kill them, spare time to sleep. Either way, it’s hard to coordinate all the frees of all people and deposit statements.
I can’t get past a certain level, not for the first two years. As much as you think he understood, if you change the scenery a little, the firm and the bill, you realize that all the connections are not made. You tend sometimes to make things more and more complicated when in fact, some things still make them mechanical. It takes great attention and discernment to realize whether junior understood the situation in depth or was just a contest of circumstances that this month has done well at the end.
Maybe the biggest downside of all is that I’m in the beginning. You can’t ask them for anything but commitment and responsibility. It’s just that these two come with age, so there’s nothing you can ask them to do too much on the start. You can teach them, guide them, show what you want from them and what the responsibility looks like, but don’t expect them to come home with it. They’re obvious and exceptions. If you meet them, try to keep your teeth from them.
You’re going to say young people are leaving. That it’s not keeping anything connected to your firm, that you’re struggling to raise them for nothing. It’s possible for young people to go much easier than those with experience. Possible. Somehow I can’t even deny it, but I don’t even fully agree with this information. People leave for a variety of reasons, maybe young people find a lot of reasons on the way, or they’re more impulsive. Perhaps unconscious and impulsively lead to a larger rotation of young staff. I still Insist that people leave (harder), but they leave regardless of age and experience, when something really doesn’t work for them. And if the little ones and the inexperienced tell you when something’s wrong, the experienced and past life may go away and never find out what you did or didn’t do, and what you could do to prevent this departure. Maybe about it in another article.
Things need weighed well, and if there was a general conclusion to draw from this story, it’s that whether or not they have experience, people have to be chosen well. And when I say well, I mean well for you, the one who hires, which obviously for everyone means something else. We have no recipes, and working with people is not easy, no matter how much experience you have and how much they don’t have, or vice versa.
Under no circumstances do we understand from here that we can run an accounting firm with an army of beginners, armed only with enthusiasm. Without the professional and life experience of the most mature, without their coordination, I cannot imagine, for example, any VAT statement or any 394 statement, however easy it may be, properly deposited. We cannot function on the basis of enthusiasm and overtime, that’s clear, but we can think of these beginners as the backbone of a firm, the seniors being without just and perhaps the brain.
Seniors need space and tranquility to think shoulders complicated and to guess from a browse file the slightest mistake. Or if you deal with Indosarierea and the introduction of petrol vouchers (although I don’t know how many juniors and after how long they learn the trick with 50% or I to VAT in the Saga), it seems to me that you’re doing yourself a favor because you don’t value the real potential of people. I think just making a perfect marla between beginners and experimenting, you can say that you’re heading for a recipe of a so-called success.
If you have other advantages and disadvantages that you want to emphasize, perhaps from your own experience working with young people, please express yourself in comments. I’m the first to admit that he speaks from a limited experience to a not-so-representative bubble, and I’m always curious as it is in the bubble of others, although I wouldn’t give mine anything. 🙂
This post is also available in: Română