This is an extremely critical article for all jobseekers.
You should keep this in mind when thinking about leaving a job that you have recently joined.
Here's the article.
My personal thoughts:
1) I have done my best to meet all candidates if their resume matched the job criteria. This has included those candidates who have left jobs frequently - within 3 months to one year of joining and those with career gaps.
2) With candidates who have switched many organizations within a short timeframe, I do my best to understand their reasons. If the switch is due to compensation reasons only and the candidate is being adequately compensated as per market standards, doesn't show anything more than average performance, then I consider such candidate to be motivated by greed first, other factors would be lower down the list. Such candidates are not shortlisted for further interviews. The other candidates are what I call Diamonds among Gems (see my article about this here).
3) A job-hopper who has less that 12-15 months of tenure with an organization will have a challenge in demonstrating how they can contribute to the growth of the organization. It does take time to learn the organization's systems, products, processes and culture, not to mention fitting within the team, and then delivering above average performance. If the external environment wasn't so fast-paced as it has been over the past two decades, then it might be possible to show superlative performance.
4) The points mentioned in the article are definitely on the mind of every recruiter who gets the resume, particularly the one about achieving learning, but no depth of knowledge. Job hoppers may get interview calls if they have niche and high demand skills.
If you have a record as a job-hopper there is hope for you.- if you are able to show how your strengths have delivered value to your previous employers, and can do the same for your current employers too.
Write to me on ryanbbarretto@hotmail.com to know how to do this.
No comments:
Post a Comment