I've had a long career as a Senior Software Engineer. I've got a few years to go till retirement, and I just wanted to request advice on how to deal with new grads. A lot of kids these days have no respect, and often will correct without professional courtesy. I also have a strong reputation at this company, and I've built up a large infrastructure that I have control over. These new kids, though often with better ideas, would undo what I've done, and possibly risk the hard work that justifies my position.

Unfortunately HR still seems convinced that new grads are worthwhile, and occasionally I wind up interviewing them. So I'm having to come up with workarounds.

So far I've found the following useful:

1 Telling HR that new grads are flaky. It's easy to convince HR that every single one will leave in a year or less, especially these hipster kids that are interested in the latest startup.

2 Telling HR that new grads will take forever to add value, even if we have a smaller component that needs working on. This is still easy to convince them, given the ramp up to some of the prototypes that we do.

3 If the new grad actually makes it to the interview stage, I just finish my questioning and tell HR that the candidate has an attitude problem. This works even if they get every question right, or if they go into detail. The latter works especially because they think they're showing value, but they actually make themselves easy to label instead as arrogant up-jumpers with a "behavioral problem"- and I can easily convince my HR of that.

4 Telling HR that new grads don't know a specific tech well enough. Even if that tech has a ramp-up of a week or less. Because again, HR will take my word for it.

So other than these, I'm wondering if there is any other tips and advice that you may have in preventing these kind of people from getting in? I would really appreciate the help. I've got quite a few grey hairs, and I just want to finish my time without any serious headaches.