I have worked with juniors before, and it really depends on the energy and attitude the junior.
One can argue that it's important for every member of the team, and I agree. But, if you settle on the attitude, you'd better get a senior.
Plus, as David posted, it can be pretty hard to find those good juniors who are there to grow and study and not just to get past the "junior" phase so they can find jobs easier.
Adam Grant said in his book, Hidden Potential:
"The best team members are not the biggest rainmakers but the most pro-social"
All in all, very good article and an important topic.
The difference is that with juniors, you can check that energy and motivation before giving them a full time job, using internships and student roles. That’s what I’ve been doing, and obviously working with someone is a much better indication than the interview process :)
It's not as simple as it sounds though.
I have worked with juniors before, and it really depends on the energy and attitude the junior.
One can argue that it's important for every member of the team, and I agree. But, if you settle on the attitude, you'd better get a senior.
Plus, as David posted, it can be pretty hard to find those good juniors who are there to grow and study and not just to get past the "junior" phase so they can find jobs easier.
Adam Grant said in his book, Hidden Potential:
"The best team members are not the biggest rainmakers but the most pro-social"
All in all, very good article and an important topic.
Thanks Anton.
The difference is that with juniors, you can check that energy and motivation before giving them a full time job, using internships and student roles. That’s what I’ve been doing, and obviously working with someone is a much better indication than the interview process :)