1. Managerial sense of urgency. Hiring a junior means training them up, for harder and longer than a more senior hire. And probably tie up your remaining senior staffers for longer training them.
2. A desire to fix the problem permanently. A senior hire will be with the company a long while. A junior hire you train up is going to leave when they're more senior than they role they filled. Especially if your corporate promotion and salary policies are rigid, you may have difficulty retaining junior employees once trained to the level of a senior.
Until managers believe that hiring and training juniors is a long-term strategy that can be planned and budgeted for, the junior glut - senior shortage dynamic will persist.
1. Managerial sense of urgency. Hiring a junior means training them up, for harder and longer than a more senior hire. And probably tie up your remaining senior staffers for longer training them.
2. A desire to fix the problem permanently. A senior hire will be with the company a long while. A junior hire you train up is going to leave when they're more senior than they role they filled. Especially if your corporate promotion and salary policies are rigid, you may have difficulty retaining junior employees once trained to the level of a senior.
Until managers believe that hiring and training juniors is a long-term strategy that can be planned and budgeted for, the junior glut - senior shortage dynamic will persist.