>>>I'd be more concerned with the overall talent level of the junior people than what they 'know today'.
>>>Look for people with a high mathematical aptitude along with the display of good communication skills during the interview process.
>>>You could assemble a team like this much more quickly and in the long run maximuze productivity.
>>>Its good to have a mix of people including some who are 'not married to VFP'.
>>
>>I guess your statement is true and coding languages are not that difficult to learn. But, in reality, I think employers rather have a proven programmer; someone with a track record for a specific skill. Almost impossible right now to get a position as a C++ coder if all you know is VFP/VB, no matter how good in math you are.
>
>How does a 17 year old with no experience in any programming languages become a proficient C++ coder(and get a job)?
>
>There are plenty of 24 year olds i know who currently work as c++ coders ( and they do a good job). They did not know any programming languages 10 years ago.
>
>In general I think human resources people put too much importance on current knowledge level.
>
>If you are not given lattitude in who you chose to hire then the hiring process becomes even more difficult.

Well. I never said "it" never happens. I think your examples are exceptions, not the rule.

Let me see 17 year old kid.... he probably has a great personality or .. uh ... nepotism? :)

I think hiring process should be, as you say, "diffcult". Employers should be picky. If I was hiring I would be.