Hi there. How are you doing today. I just need a lil’ help connecting me to your school colleagues 🔴. I wanna assist them to crush their assignments... and get top grades ‘cause I’m solid in:

Marketing
Psychology
Econometrics
Social work
Nursing/Health Sciences
Engineering
Business/Management
English/Literature/Creative Writing

You wanna hook me up with them so I can help ‘em soar with my assignment writing skills.

Regards more

Dear Nikolas. I like encouraging the young persons for motivating challenging jobs but the issue is they need to attached to a mentor since they do... not have experience. The 48 years person is ideal but your comment that he seems a bit dry and tired. This puts him off because I retired at 60 very energetic and at 68, I do train health workers for both WHO, MOH and their partners.
Please hire the young person and give him few deliverables for a start and since she is a fast learners , she will be OK. Consider your company career progression processes.
Regards
Charles G. Magiri more

Old and experienced. The youth has a wide spectrum to get other opportunies and has no responsibilities or less if any. Old is gold

Yes Sir Nicolas I,m here
I ,m 47 years old
My name Jean Pierre NTWARI I,m unemployed
Thank you as well as I,m waiting your good response.

The problem originated from ypur advert and shortlisting. If properly done theres no way the two would have appeared to be interviewed. It means you... didnt know what you wanted more

There are advantages and disadvantages to both. The experienced person is going to take a shorter time to onboard and get up to speed (pro) BUT may... not have the experience on newer technology or may bring baggage(e.g. unwillingness to share work or teach others), which could potentially impact delivery (con). The younger person will bring a fresh eagerness (pro) but will take a minimum of 3 months to get up to speed(con). This means someone will need to spend that time handholding and ensuring errors are spotted, which could be expensive if human resources are thin. Ultimately, it is the boss's choice, and you may need to wrap your head around that reality. Your views on the matter become irrelevant when the directors are the decision makers. Additionally, if they do bring on the more experienced person, you could very well earn a thing or two from him. Never underestimate the value of experience over eagerness. more

Interesting situation. Boss prefers an experienced person, because he may get up to speed faster and might stay longer. The young person has a good... personality but lacks experience. She may need a lot of hand holding and may move on sooner. If the department is small, I would go with the man. In a larger department, training the new recruit may not appear to be a big burden and you could go either way. Do not be swayed by personality alone. more

Experience is always better, always. If you get into a car accident and they have to cut you out of the car, do you want someone who’s first day is... today, helping you or do you want a veteran with experience?  more

So, in an ideal world, you’d be the one supervising your director’s decisions. Makes sense.

Which one fits the pre-set job criteria best? Stick to the info provided on the resume and the answers in the interview. You need to remain... unbiased. Other info should not be considered. If it's a promotion you should definitely interview.
I, also, suggest a course on hiring principles to stay out of trouble.
Age references can be considered discriminatory. Lawsuit??? more

Both candidates sound promising. You can start with the experienced candidate. Add the other candidate on a waiting list and let them know that they... are on the short list and will be called back if the other person does not work out. Give him between 30-90 days to prove himself. If things don't work out, then you have the person on the waiting list to work with.

Other option, hire both and give them 90 days to prove themselves if its in the budget.
If people sound dry its possible they are nervous or its a personality trait. 30-90 days is enough time to see if that person is qualified to do the work and how their actual personality is a good fit to work with. Hope this helps. more

It seems you already have your preferred choice inexperience one just follow your heart and choose what you want

Whilst each candidate has merits and own strengths, it is important to consider the specific needs of the position with both short term and long term... perspectives in mind. If you are looking for imme do iate optimum productivity, you might assess these abilities in the older candidate and determine suitability. Hands on experience for the role might be more apparent and quantifiable. The question might also be why the older candidate needs a new job as opposed to keeping his/ her old one or starting his own business.. I imagine that the younger candidate has great potential that can be groomed, nurtured and developed within a reasonable period of time. It is upon the company to weigh one against the other with these views in mind to determine the more suitable choice with both short term and long term considerations to boot.  more

Let me tell you something that will make u survive long, get recognised and rewarded in any job environment..
Learn to identify/know,who holds power... &makes decisions.. And please never try to challenge them however wrong they are, unless your opinion or decision has been asked. Your director has already made a decision on the 48 years old, and you want to challenge his decision?... Are you normal?
For your information, decision are usually made over a cup of tea, a bottle of whiskey or a beer and in a restaurant or bar and formalised in meetings.. then if u are the HR you are instructed to type and serve appointment letters per the instructed terms and conditions...
Don't try to know so much, you risk burning your fingers...
Every director would love to work with someone who respects and follows their instructions, decisions or ideas not someone who challenges them.. Its a normal human character and instinct..
A word to a wise is enough. Just my humble polite opinion 🙏🙏🙏 more

You are not considering an important side of the matter...a director has said he prefers experience and I assume he is above you. The decision has... been made already; it works fine, it doesn't, you won't be blamed.  more

If the position allows for growth and training, I would hire the recent grad. You would be doing them a favor, and they will be eager to prove... themselves.  more

Let’s start with the fact that you know both their ages. How is that? You’re not supposed to know the ages of candidates so as to prevent the very... thing you are advocating for when you chose the candidate with little to no experience and 24 verses the candidate who is 48 and has experience. Ageism, in case you’re not following me. This isn’t about who you feel most comfortable having a beer with. This is about who can hit the ground running and can problem solve using tools from their past experiences. It takes an average of 3 months to onboard new hires and get them up to speed. That time costs a company money in lost productivity. Hiring someone with more experience versus someone with none will, in her long run, cost the company more money. Also, your blatant ageism is a legal liability and it makes me think you yourself are not an experienced person or you wouldn’t be here asking this question. If you don’t hire the person who is most qualified I hope he sees this post.  more

Experience man.

I think you have to be careful to simply judge based off of age and assumptions. The 48 year old has the experience, which can help you save on time... and dollars in training and knowledge. The college grad, while he may learn quick, we are minimizing the possibility that the elder person, can not learn quickly also. Ultimately, I believe you should simply choose the most qualified person, and not let age play part. Experience and work ethic goes far. more

Do hire who is most reliable then also who is most needy, to support a person of a gratitude.