Młodość czy doświadczenie - dylematy pracodawców w procesie rekrutacji

Taking into consideration advantages and disadvantages of employing people of different age we come to the conclusion that the recruitment process is nothing else but a peculiar SWOT analysis, in which at the first stage strong and weak points of each of a potential employee as well as opportunities and threats resulting from their employment are put together and then the person who fits the best or the person who does not fit the least is chosen for a particular post. The task of employers is effective management of a company so that it can as a result effectively realise its goals and tasks. The essence of such a management is using experience, knowledge and commitment of older generation as well as speed of learning, creativity and digital skills or competences, which are seen as the domain of younger employees Experience shows that resigning from long term senior workers, employer deprives the young of possibility to learn from practitioners, to dwell on their experience and what is more he takes upon himself the burden of on-the-job training and adjustment of new workers to the conditions of work in the company. From the other side, not taking on young workers, the employer loses the access to modern and creative solutions. The interesting solution there seems to be the concept of flexicurity, which is not only a trial to unite security and flexibility but also shows that one must get away from the stereotype of juxtaposion of features of employees with their age. One must not then overestimate the role of age and build his/her expectations to-wards employee characteristics and ways of their functioning at the workplace on that criterion. Life shows that what kind of employee we deal with is not often the question of age but such factors as e.g. personality, temper, motivation.