Recruiting Roadmap: Fountain of Youth

March 9, 2023
Weigh the pros and cons of hiring young candidates to solve staffing shortages

This article originally appeared in the March 2023 issue of Security Business magazine. When sharing, don’t forget to mention Security Business magazine on LinkedIn and @SecBusinessMag on Twitter.

In today’s society, the need and demand for security and safety technology is growing exponentially, leaving a diverging gap between growing sales volume and hiring the people to support it.

While many companies face the challenge of finding the right employees who can perform the job effectively and efficiently, one option that many companies turn to is hiring young talent. According to a recent study by the National Institute of Health, young people are more adaptable to new situations than older people, making them a good option to supplement an organization and bridge the gap.

Hiring young talent can be both a blessing and a curse. On one hand, they bring energy, enthusiasm, and technology savvy to the job; on the other hand, they may lack experience and maturity, which can make them more challenging to manage.

While there are certainly many upsides to hiring young talent, there are also a few cons that you should consider on a per-position basis. Companies must weigh these pros and cons carefully before making a decision, while ensuring they have the resources in place to support and mentor young talent effectively. Let’s take a closer look:

The Pros

Energy and Enthusiasm: Young talent typically comes with a lot of energy and enthusiasm. They are eager to learn and willing to work hard to succeed. This level of engagement can bring a fresh perspective to the company and lead to increased productivity and innovation.

Cost-effectiveness: Junior candidates can be more cost-effective compared to hiring experienced professionals. Young talent often comes at a lower salary, and they may be willing to work for less up front and get paid on performance because they are typically a little less risk-averse than a senior candidate, providing companies with more budget flexibility.

More flexibility: Young talent is often more flexible and adaptable compared to their older counterparts. They are more open to new ideas and technologies, and they can quickly learn new skills. This can be especially useful in an industry that is constantly changing and evolving.

Tech savvy: Young talent is often more technologically proficient, which can be a significant advantage in the physical security industry. They are familiar with the latest tools and technologies and can pick up on technical concepts quickly, which can help companies stay ahead of the curve.

The Cons

Lack of experience: Young talent may lack the experience and expertise that older, more experienced professionals bring to the table, particularly in sales capacities and leadership roles. They may not have the depth of knowledge and skills needed to handle complex scenarios effectively including managing people, budgets, or enterprise pipelines.

Supervision needs: Young talent may require more supervision and direction compared to experienced professionals. They may need more time to learn the ropes and get up to speed with the job requirements, which can take time and resources away from other aspects of the business.

Higher attrition potential: Junior candidates may be more likely to move on to other opportunities once they gain experience and build their careers. This can lead to higher turnover rates and additional recruitment costs.

Lack of maturity: Young talent may lack the maturity and judgment needed to handle difficult or stressful situations that can arise in the physical security industry. This can lead to poor decision-making, which can put the company, its employees, and its assets at risk.

Whether to hire young talent or experienced professionals will depend on the specific needs and goals of the company and position, but don’t be afraid to take a chance on someone, they may surprise you.

Ryan Joseph is an Executive Recruiter for Recruit Group (, with a focus on security industry operations, sales, and sales leadership. For help with your security recruiting efforts, contact her at [email protected] or call (954) 278-8286.