Recruitment Advice: Junior Positions

Speaking in terms of recruitment the outcome of any implemented Human Resources strategy is to have a better functioning business that maximizes the use of human capital to create an efficient workforce. In most businesses, there is a huge emphasis on middle and executive positions with a firm belief in the top-down effect, better management results in a better overall workforce. There is truth in this but what should be considered is the lower tier workforce should be treated just as importantly as middle and executive in terms of vetting and investment as your company can create a culture where there is movement within the ranks. This saves time and money in the long run as there is comparatively little “cost to company” to promote a person within the corporate culture of your business as opposed to hiring externally.

This may seem like common sense or even best practice, but it is an important point to stress as it can seem like common sense even though it is not practiced as such. Your junior position search is an investment to your company, it is securing the future of it so it should be treated on the same level as your executive searches.

Before we look at the two main reasons for Junior Positions, we need to define what is meant by “junior position”.

The most simple definition of a junior Position is a job that requires skill but on a lower tier. It is the beginning stage of a career. This typically involves graduates or successful internships and is a skill or knowledge-based position rather than an experience-based position.

With that information here are two of the most important reasons to consider Junior Positions:

Recruitment as a means of solving South Africa’s Youth Unemployment:

South Africa has a huge unemployment problem, with 29.1% of our entire population going without work ( https://tradingeconomics.com/south-africa/unemployment-rate ) and 63.4% of those are between the ages of 15-34. (http://www.statssa.gov.za/?p=12121 )

South Africa has is an aging workforce that is not being compensated for by youth employment.

This is why your Human Resources function should especially consider Youth Employment through Junior positions.  Alleviating Youth Unemployment has broad benefits for the economy.

Retirement vs Replacement

The age in which executives are retiring vs the rate at which the youth are being hired are not meeting and soon there will be an executive search crisis as there will be a very small number of people with the relevant skills required to perform on an executive level. This goes back to the youth unemployment rates if the workforce is aging but there is youth employment there will be a scarcity of skills. These skills are often company or industry-specific that take time to instill which is why Junior Positions are so beneficial as they offer an inlet to a career, building corporate culture and ensuring you have executive positions in the future.

While these may be the main reasons to look at youth employment there are many others, including

  • Cost to company: Training a new staff member is costly but less costly than hiring internally for middle and executive positions so it is a save in the long run. Think of Junior Positions as an investment.
  • Corporate Culture: Whilst already mentioned in the above article this is still an underrated value as having people work within a company for longer grows a workforce to be better suited to deal with challenges and creates a smoother working environment.

What a Recruitment Agency can do for you:

If you are a South African company, then there are huge benefits to using a South African Human Recruitment Agency like ObiPoint

ObiPoint can source talent, background check and train an employee before a company hires, this improves the retention of employees and the quality.

Your hiring risk is our business, we lessen the risk and you retain the best employees.

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