#JustMyOpinion
The company’s recruitment of interns and fresh graduates through a management trainee program:
Gap Between Experience and Role Expectations
As someone with over 12 years of experience in accounting and finance, I understand the critical role that experienced staff play in ensuring the stability and accuracy of a company's financial operations. However, when a company recruits a significant number of interns or fresh graduates through a management trainee program, there is concern that their lack of practical experience may affect the quality of work and the overall team’s effectiveness. While fresh ideas and enthusiasm from trainees are valuable, they often require extensive guidance to avoid errors in important tasks such as financial reporting and taxation, which must always be accurate.
Solution: I would like to suggest balancing junior and senior hires. One option is for the company to establish a mentorship program, where experienced staff guide trainees, allowing them to learn without disrupting day-to-day operations.
Shifting Responsibilities to Senior Staff
In many cases, experienced staff like myself are expected to provide training and supervision to management trainees. While this is a part of team development, it can become challenging when my core responsibilities—such as preparing financial reports, handling audits, or performing financial analysis—are already quite demanding. Mentoring trainees could divert time and focus away from critical tasks.
Solution: I would recommend clearer task delegation regarding trainee training, where the company provides a more structured training program and assigns dedicated mentors to the trainees. This way, I can remain focused on my primary tasks without being overly burdened by mentoring duties.
Team Stability and Project Continuity
From experience, fresh graduates or interns tend to remain with a company for a short period, either due to limited contracts or pursuing experience elsewhere after completing their trainee period. Relying heavily on junior workers can disrupt team stability and affect long-term project continuity, especially when they leave after the training or contract ends.
Solution: The company should consider strategies to retain high-performing fresh graduates for the long term, such as offering a clear career path or retention programs. This would also provide more stability for the company in maintaining the quality of its workforce.
While the management trainee program can bring new energy and fresh ideas, balancing junior and experienced hires is essential for maintaining stability, efficiency, and work quality. As a senior employee, I hope the company provides sufficient support to senior staff in mentoring and ensures the long-term success of the program.
