It seems that everyone understands that the important thing is not the number of jobs a candidate has and the duration of work in one place, but the reasons for the transitions. You can figure out the reasons only by talking to the person in person. And all the same, analyzing job vacancies or looking for the ideal candidate in the best resume database, many recruiters reach out to immediately reject those who often changed jobs. We tell why this is wrong.
Those who change jobs too often are called “flyers” by recruiters and try to avoid them. It is believed that inviting them to work is risky - they are either non-caring and conflicting, or unreliable and bad workers. It is clear, after all - good employees change jobs infrequently.
Moreover, there is no consensus on the normal, “correct” duration of work in one place. Someone thinks that it’s two or three years, someone - that it’s three to five years. Although far from any position it is so important that a person remains in the company for a long time.
In fact, stereotypes are guilty of fears of the "flyers." You should not refuse to meet with a candidate who has interesting experience, just because he changed his work too often.
Do not forget about the false "flyers"
Olga Slinkina, an expert in the field of personnel management and organizational development, considers Soviet-era atavism an approach in which they are judged as an unreliable candidate who changes jobs more than once every two to three years.
A series of jobs in a resume by itself does not mean anything, this is not a reason to reject the resume as inappropriate. It is necessary to find out from the candidate the true reasons for the frequent change of work before drawing conclusions.
Olga identifies two typical situations when a person can have a resume of a typical “flyer” without being in reality.
1. Work at an unscrupulous employer
“Now there are many private firms that can ask an employee to quit“ of their own free will ”, not because he is a poor worker, but simply because business has gone wrong,” says Olga. - And many employers who pay a “gray” salary are good, if only regularly and honestly. And if the employer suddenly stops paying part of the promised, then what should the employee do? He is looking for a new job. There the situation may repeat itself. ”
If a person with such a story is trying to get into a white company in that segment of the market or region where gray and unscrupulous employers are not as typical a story as where he worked before, then his resume will cause suspicion. And completely in vain.
Some statistics confirming the words of Olga Slinkina: a survey conducted by the HeadHunter research service in August 2018 showed that the share of people receiving a “gray” salary in Russia is 32%, the share of those receiving a “black” salary is 11%.
2. A purely formal job change
Another possible reason for the frequent layoffs, which Olga Slinkina recalls, is the division of a single business into several legal entities for tax optimization, as well as the formal liquidation of companies and the creation of new ones for the same purpose.
In fact, a person has been working for the same employer in the same team for years, but according to the work book, during this time he quit five times and got a job in new companies. And then he conscientiously rewrote them all in a resume and in the eyes of the next potential employer turned into a “flier”.
The real "flyers" that should be avoided, Olga Slinkina considers only those who readily respond to each "outbid" proposal from competitors. That is, those for whom money is the only motivator. They will leave the company as soon as they receive another offer with a higher salary.
3. Design nature of work
Another type of false “flyers” was called by Lia Belikova, managing partner of ASAP Recruitment agency. These are the specialists who worked on the project. They do not always note in the resume that work in a particular company was initially of a short-term (project) nature. This is only clarified through interview questions.
And do not forget about different psychotypes
Evgenia Chernysheva, a business coach, an expert on personnel management at the European Legal Service, also advises not to judge by the number of entries in the work book, but to correctly determine the candidate’s psychotype.
“There are people who tend to work long in one place. They are quite algorithmic. For them, a change of place of work and team is a painful process. Therefore, even if everything is not good at work, they will hold on to it. People of a different psychotype do not tolerate uniformity, they quickly become uninteresting, they are looking for something new for themselves, ”says Eugene.
Representatives of the second psychotype often tend to change jobs. But this does not mean at all that they are poor specialists and you should only expect harm from them. On the contrary, they can bring the company a lot of creative ideas and give it a boost to leap forward.
“These are creative people, they leave when they realize that there will be nothing new in their work in their current place, and they will only have to replicate what has already been invented. And their internal engine does not suffer stagnation, ”explains Eugene. - Competent HR specialists and managers understand that such a person needs to provide activities in which he will continuously develop. Then he will not leave the company for a long time. ”
Those who change jobs too often are called “flyers” by recruiters and try to avoid them. It is believed that inviting them to work is risky - they are either non-caring and conflicting, or unreliable and bad workers. It is clear, after all - good employees change jobs infrequently.
Moreover, there is no consensus on the normal, “correct” duration of work in one place. Someone thinks that it’s two or three years, someone - that it’s three to five years. Although far from any position it is so important that a person remains in the company for a long time.
In fact, stereotypes are guilty of fears of the "flyers." You should not refuse to meet with a candidate who has interesting experience, just because he changed his work too often.
Do not forget about the false "flyers"
Olga Slinkina, an expert in the field of personnel management and organizational development, considers Soviet-era atavism an approach in which they are judged as an unreliable candidate who changes jobs more than once every two to three years.
A series of jobs in a resume by itself does not mean anything, this is not a reason to reject the resume as inappropriate. It is necessary to find out from the candidate the true reasons for the frequent change of work before drawing conclusions.
Olga identifies two typical situations when a person can have a resume of a typical “flyer” without being in reality.
1. Work at an unscrupulous employer
“Now there are many private firms that can ask an employee to quit“ of their own free will ”, not because he is a poor worker, but simply because business has gone wrong,” says Olga. - And many employers who pay a “gray” salary are good, if only regularly and honestly. And if the employer suddenly stops paying part of the promised, then what should the employee do? He is looking for a new job. There the situation may repeat itself. ”
If a person with such a story is trying to get into a white company in that segment of the market or region where gray and unscrupulous employers are not as typical a story as where he worked before, then his resume will cause suspicion. And completely in vain.
Some statistics confirming the words of Olga Slinkina: a survey conducted by the HeadHunter research service in August 2018 showed that the share of people receiving a “gray” salary in Russia is 32%, the share of those receiving a “black” salary is 11%.
2. A purely formal job change
Another possible reason for the frequent layoffs, which Olga Slinkina recalls, is the division of a single business into several legal entities for tax optimization, as well as the formal liquidation of companies and the creation of new ones for the same purpose.
In fact, a person has been working for the same employer in the same team for years, but according to the work book, during this time he quit five times and got a job in new companies. And then he conscientiously rewrote them all in a resume and in the eyes of the next potential employer turned into a “flier”.
The real "flyers" that should be avoided, Olga Slinkina considers only those who readily respond to each "outbid" proposal from competitors. That is, those for whom money is the only motivator. They will leave the company as soon as they receive another offer with a higher salary.
3. Design nature of work
Another type of false “flyers” was called by Lia Belikova, managing partner of ASAP Recruitment agency. These are the specialists who worked on the project. They do not always note in the resume that work in a particular company was initially of a short-term (project) nature. This is only clarified through interview questions.
And do not forget about different psychotypes
Evgenia Chernysheva, a business coach, an expert on personnel management at the European Legal Service, also advises not to judge by the number of entries in the work book, but to correctly determine the candidate’s psychotype.
“There are people who tend to work long in one place. They are quite algorithmic. For them, a change of place of work and team is a painful process. Therefore, even if everything is not good at work, they will hold on to it. People of a different psychotype do not tolerate uniformity, they quickly become uninteresting, they are looking for something new for themselves, ”says Eugene.
Representatives of the second psychotype often tend to change jobs. But this does not mean at all that they are poor specialists and you should only expect harm from them. On the contrary, they can bring the company a lot of creative ideas and give it a boost to leap forward.
“These are creative people, they leave when they realize that there will be nothing new in their work in their current place, and they will only have to replicate what has already been invented. And their internal engine does not suffer stagnation, ”explains Eugene. - Competent HR specialists and managers understand that such a person needs to provide activities in which he will continuously develop. Then he will not leave the company for a long time. ”
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