Guide to training young specialists (on an unusual example)

Guide to training young specialists (on an unusual example)

A project for June

A dilemma arises in the life of every manager: should you hire an expert for a lot of money or try to grow a cool specialist yourself? I had both successful and unsuccessful hiring experience. For example, at MTS we had various programs for hiring specialists without experience, and I quite actively participated in them – internships, various hackathons, etc. Some of the participants then stayed with the company and achieved great success. At the same time, I know managers who are categorically against wasting time on this. Each scenario has its pros and cons, and today I’d like to take a closer look at hiring Junes.

As an example, I took my recent experience of “hiring” Jun. 😀

The project of training a new specialist was interesting to me, but the situation was complicated by the fact that I could not choose the candidate himself. The top management of our company insisted that I hire this particular candidate. I was familiar with him and knew about his complex nature, so I immediately understood that it would not be easy. Four years ago, I already trained one such specialist, so I decided to take on the same project. The project is simple, any senior specialist will perform it quickly and efficiently, but it will be completely uninteresting to experienced experts.

The project is called “read the primer”. As June was my youngest daughter with a very complex character. She reminded me very much of working with young professionals.

Here are the issues I ran into:

1) Self-confidence:

My daughter knew all the letters and often refused to read, saying: “Dad, why should I learn to read, I already know all the letters.” But knowing letters and being able to read are completely different things. The same is the case with young specialists at work: they often know a lot of theory, think that this is enough, but problems arise with application in practice.

2) Problems with motivation:

As I have already said, my daughter has a complex character. It is impossible to force her to do something by persuasion or threats. Sometimes she refused to read for several days, sometimes she brought the primer herself and offered to read. The same is the case with newly appointed employees, especially if a person combines study and work: they constantly write, ask for a meeting, ask a lot of questions, then disappear.

3) Unpredictable speed:

It is completely impossible to make a prediction about the speed of work. My daughter sometimes read 7 pages a day, sometimes 1 page in 3 days. It’s the same with juns: you give a task for 3 days, and they complete it for a week, or vice versa, in 1 day, and you have to invent something, because you still have a lot of other things to do, and they need to not just give a task, you need to explain it.

4) Unforeseen errors

At first, my daughter had many inexplicable errors. For example, in one word there are two letters “a”, she reads as “a”, the other as “pro”. If you ask her what kind of letter it is, she will answer without mistakes that it is “a”, but it was completely unclear why she read it differently. Or she suddenly “forgot” some letter that she read herself a minute ago. There are also some unexplained errors with Junes.

What helped me to complete the project:

a) Long-term motivation:

My daughter and I agreed that after finishing the book, we would go to any place she chose. We discussed it periodically so she could imagine herself there. It is the same with young specialists: it is important to talk about potential opportunities, to cite other success stories.

b) Praise for even the smallest achievement

I read one line without errors – great! June drew a simple diagram – class, keep it up!

c) Reminder about the coolness of the acquired skills.

He constantly told his daughter how wonderful it is to be able to read. It’s the same with interns: even if they don’t get a job, the skills will still come in handy.

d) Make them part of the team.

At some point, when it took a long time to find an approach to motivation, it was necessary to apply the proven method of collective responsibility. Gave her and her eldest daughter joint KPIs. I didn’t turn on the TV until my youngest daughter was watching. The older one found her arguments and even read with her while I was busy. When others depend on you, you are more motivated.


We have successfully completed the project “Read the Primer” and have almost finished the new more difficult project “The first book after the primer”. A young specialist is gaining experience and reads quite quickly. I am proud of myself as a “leader”. I trained an “inexpensive” specialist who will be able to carry out various projects in our company, I hope he will have high loyalty to it, although I understand that he will leave it someday. I am sure that the skills acquired during the project will help her in the future.

ps If you have read to the end, you will probably like my tg channel Inspired Product Manager, where I look for non-standard ways of conveying information, dilute it with my experience and vivid examples! Subscribe 🔥

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