40 Years in the CNC business, I have faced this more than once. Going with the older experienced person is certainly the easier, more immediately productive route to take if the need is urgent and long-term need is of less importance. I myself was introduced into this business very young because I was given a chance by my employer who knew very little about me but saw an eagerness to learn and he took a chance.
I have since hired and trained younger people with good attitudes and a willingness to learn, and for the most part it has paid off. It is usually clear early on in training if the candidate is cut out for the job and the decision can be made to proceed or move on to the next option. Younger people are typically lighter on the payroll, where veterans in the business may require higher compensation. Younger people also can be more open to instruction where older people can be resistant and have habits that are difficult to change; the personality of the person can have a real effect on the outcome, so do what you can to get to know the person.
My advice in either situation would be to make sure that when you do find the right fit, make sure that their compensation (not just pay, but time off, bonuses, work schedule, etc.) is relative to the value they bring to your organization, finding and retraining a replacement can be an expensive and time-consuming process as we all know.
