@alma, offer the 10k then see if he will be around for long. Soon you will find yourself back to the first step or recruiting and in the end spend more on recruitment in terms of money and time that it wont be worth it. Yes they dont have value but you are forgetting that once trained they are something else. A good employer is one who looks after the employee, pay him enough to be able to live comfortably such as afford to rent in a good place, dress well etc because at the end of the day they carry the name of the company.
@2012, these guys in fact exploit the internship system. They get cheap labour and are ever taking interns not to teach them but as an extra pair of hands to work.

I think there is a confusion about what to expect from University graduates.

There is such a thing as pure book keeping for which you require a technician (KATC) rather than a professional (CPA) or a draftsman rather than an architect. A B.com accounting graduate can only be referred to as an accountant after passing a professional accounting exam and practising for not less than 2 years.

Once you move away from book keeping and start considering financial management or management accounting, try the technician and you get into trouble instantly. At the grad/CPA/ACCA/CFA level, you have to understand that you are training someone to become a manager/key decision maker in 3 - 5 yrs. If your CPA candidate started at KATC level because (s)he did not qualify to directly sit the CPA exam, chances are that all you can train them to become is junior level management- can never see the big picture and is always caught in the nitty gritty of every day life.

I think we all need to (i)define what we expect from graduates (ii) improve recruitment practices - most of the time this is where Company's, recruiters fail (iii) Be willing to train and not expect instant solutions - this is called investing

The kind of graduate we end up with says a lot about who we are as recruiters. May be, we should start by looking at ourselves and laying the blame squarely at our door steps.

The business world does not pay for knowledge or academic papers. But it pays for what a person does with what he knows - That is productivity.

If an employee can prove good productivity, s/he will certainly get a raise and praise.

I think there is a confusion about what to expect from University graduates.

There is such a thing as pure book keeping for which you require a technician (KATC) rather than a professional (CPA) or a draftsman rather than an architect. A B.com accounting graduate can only be referred to as an accountant after passing a professional accounting exam and practising for not less than 2 years.

Once you move away from book keeping and start considering financial management or management accounting, try the technician and you get into trouble instantly. At the grad/CPA/ACCA/CFA level, you have to understand that you are training someone to become a manager/key decision maker in 3 - 5 yrs. If your CPA candidate started at KATC level because (s)he did not qualify to directly sit the CPA exam, chances are that all you can train them to become is junior level management- can never see the big picture and is always caught in the nitty gritty of every day life.

I think we all need to (i)define what we expect from graduates (ii) improve recruitment practices - most of the time this is where Company's, recruiters fail (iii) Be willing to train and not expect instant solutions - this is called investing

The kind of graduate we end up with says a lot about who we are as recruiters. May be, we should start by looking at ourselves and laying the blame squarely at our door steps.

[/quote]


well said

EXACTLY!!