The human resource selection is a complex process. The personnel in charge of this task evaluate many elements in order to fill an open position. First of all, they develop a list of requirements and characteristics for future candidates to possess primarily on the basis of the specific position and the peculiarities of the company . Different positions and companies require different professional profiles. For this reason, employees with diverse levels of experience and salary treatments can be equally considered suitable to be employed.

Corporations, which operate in larger scale, are exposed to greater risks of losing huge amounts of money in case of misjudgments. One the one hand, they search for very experienced professionals who have already proven their superior skills on the field to cover senior positions. The larger companies are willing to grant skillful employees very high salaries both to attract talents and to discourage their possible defection. On the other hand, these corporations choose the best young graduates from top universities for the entry and junior positions even if they are more or less inexperienced, and pay them the minimum salary. In general, corporations prefer to mold their work force from scratch.

Companies aim to create a cohesive working environment, where employees feels bounded to the company through a relationship of loyalty. They are committed to build their own knowhow and protect it in the long term, as it represents the company uniqueness and ultimately, its ability to thrive in the market. The work force operating as a whole embodies the major part of the knowhow of a company, which is difficult to replicate, as it is, outside of that environment.

Small and medium companies have neither the same financial capability of a large corporation to pay consistent salaries to top and middle management, nor often the same need in terms of required skills and experience. For example, in large corporations, there are separated departments for marketing and sales management, while in smaller companies there is only one department mainly for sales management and brand managers are not even contemplated.

Finally, many positions in a company do not entail a particular experience or involve competencies easily acquired after a short training. For example, the waiters in a cruise ship attend a short training before embarking to learn how to entertain the passengers. Many can do that job and the salary is low, since eventual previous experience is less relevant than the necessity of the company to  restrict the cost as much as possible.

In conclusion, if I was a recruiter I would consider many aspects pertaining the company and the opened position before favoring an experienced and expensive candidate over a less demanding but inexperienced one.