Speaking about experiences, i have references in HR who have changed jobs too often. Now hear in this post what i have questioned as Job Hoppers are real hoppers who change after 6-8 months to 1 year. And the sole reason for their explaination is either " cannot see growth for self in the company " OR " looking for CMMI level company " OR " looking for better prospects/opportunities/technologies " OR " not wanting to do recruitment ". Such people have 2 years experience and 3-4 skips. N m sure everybody will treat these as Job Hoppers.
I would like to question :
1) How do they decide for themselves that they do not see growth for themselves within 6 months ?
2) Y did they join if it is not a CMMI level company ?
3) Do you expect a salary hike after 6-8 months of joining ?
4) Di you join just for the sake of getting a job ? Y didn't you do some research on recruiters before bcuming a recruiter ?
Now these reason for job hops are not limited only to HR's but will still keep it to them as my post states HR job hops.
I dont disagree that recruitment is monotonous. M myself into recruitment since 2 years. Really it is monotonous, but i have found a way how to take it differently as make it interesting.
From India, Mumbai
24I would like to question :
1) How do they decide for themselves that they do not see growth for themselves within 6 months ?
2) Y did they join if it is not a CMMI level company ?
3) Do you expect a salary hike after 6-8 months of joining ?
4) Di you join just for the sake of getting a job ? Y didn't you do some research on recruiters before bcuming a recruiter ?
Now these reason for job hops are not limited only to HR's but will still keep it to them as my post states HR job hops.
I dont disagree that recruitment is monotonous. M myself into recruitment since 2 years. Really it is monotonous, but i have found a way how to take it differently as make it interesting.
From India, Mumbai
Dear All,
May i have your ATTENTION PLEASE. I would like to raise a query related with this thread...Perhaps, you will help me to gain my knowledge base.....I always think in a unique way as i love this process and i am habitual to it.
its a very interesting thread..Let me make it more interesting.........
PART 1
-------------------------------------------------------------------------
IT FIRMS(HR) had tried their best to recruit(PULL) candidates in very short notice period to deliver their projects in time. At times, employer(s) had even paid applicants notice period pay without giving a thought that,
1) what would be the scenario(in that organisation), for pulling/dragging/compelling employee(s) purely for company's requirement, just by bribing him more pay......but not paying him, for his talent.......
2) What would be the impact on employee(s) career
"In this Scenario who is committed EMPLOYEE here - HR MANAGER or EMPLOYEE?"
I am sure, everyone is aware of IT INDUSTRY's RECRUITMENT/PAY NORMS and how CONSULTANTS including HR tried to recruit EMPLOYEES.
PART 2
------------------------------------------------------------------------
Now imagine, when the same candidate had applied for ABC FIRM requirement, Even though he is qualified/experienced, if the HR rejects him just because he is a job hopper................what do we have to say now......
JOB HOPPER.!!!!!.........Lets define this word and its associated factors, before we target HR MANAGERS and EMPLOYEES(JOB HOPPERS)
The COLD WAR is between HR MANAGER & JOB HOPPERS. Lets enjoy by sharing our knowledge through BRAIN STORMING
I am expecting HONEST REPLY.......from all those members who had actively participated in this thread.....
Good Luck to you all..
With profound regards
From India, Chennai
May i have your ATTENTION PLEASE. I would like to raise a query related with this thread...Perhaps, you will help me to gain my knowledge base.....I always think in a unique way as i love this process and i am habitual to it.
its a very interesting thread..Let me make it more interesting.........
PART 1
-------------------------------------------------------------------------
IT FIRMS(HR) had tried their best to recruit(PULL) candidates in very short notice period to deliver their projects in time. At times, employer(s) had even paid applicants notice period pay without giving a thought that,
1) what would be the scenario(in that organisation), for pulling/dragging/compelling employee(s) purely for company's requirement, just by bribing him more pay......but not paying him, for his talent.......
2) What would be the impact on employee(s) career
"In this Scenario who is committed EMPLOYEE here - HR MANAGER or EMPLOYEE?"
I am sure, everyone is aware of IT INDUSTRY's RECRUITMENT/PAY NORMS and how CONSULTANTS including HR tried to recruit EMPLOYEES.
PART 2
------------------------------------------------------------------------
Now imagine, when the same candidate had applied for ABC FIRM requirement, Even though he is qualified/experienced, if the HR rejects him just because he is a job hopper................what do we have to say now......
JOB HOPPER.!!!!!.........Lets define this word and its associated factors, before we target HR MANAGERS and EMPLOYEES(JOB HOPPERS)
The COLD WAR is between HR MANAGER & JOB HOPPERS. Lets enjoy by sharing our knowledge through BRAIN STORMING
I am expecting HONEST REPLY.......from all those members who had actively participated in this thread.....
Good Luck to you all..
With profound regards
From India, Chennai
Dear All,
I want to add my personal experience on this topic, as I worked for an organization for 2 yes and changed my job,after that, but i was not satisfied with the salary thus i quit the job and joined a factory after that as the salary was good, but now in my current organization i have been working for last 5 months and i see no scope of growth and development, though i have rejected many offers and also not updated my profile in any of the portals for past 6 months, but now i have got a very good oppurtunity in HR domain, but the intervier will definitely ask me abt my job hoppingnessm, how could i explain the situation to them, or i should wait for few more months to try for a job, but this oppurtunity if it goes will be a loss to my career, Pretyy Confused,
Suggest all cite HR members
From India, Calcutta
I want to add my personal experience on this topic, as I worked for an organization for 2 yes and changed my job,after that, but i was not satisfied with the salary thus i quit the job and joined a factory after that as the salary was good, but now in my current organization i have been working for last 5 months and i see no scope of growth and development, though i have rejected many offers and also not updated my profile in any of the portals for past 6 months, but now i have got a very good oppurtunity in HR domain, but the intervier will definitely ask me abt my job hoppingnessm, how could i explain the situation to them, or i should wait for few more months to try for a job, but this oppurtunity if it goes will be a loss to my career, Pretyy Confused,
Suggest all cite HR members
From India, Calcutta
Dear All Kindly suggest, my situation is same as many of Cite HR members, it would help everybody regards ashish
From India, Calcutta
From India, Calcutta
HI,
Ashish,
your experience of 2 yrs was into HR ??
You first need to see where is your interest is ? Would you be looking for industries, would you be looking for IT sector, insurance domain.... what exactly ?
You should be knowing that when you compare growth in IT and in a factory, there is a huge difference.
Pls do not mind but we were to interview you, we would check the following points :
1) you changed your first job after 2 years. acceptable.
2) you joined some other job and then quit bcz of salary.
3) you joined a factory only for good salary but no growth is seen as you said.
in this case, as an employer, your resume does not reflect stability but hops for salary or not being clear about which domain or industry you wanna join.
what will be judged here is there is no direction in the way you are heading. only for salary purpose, if your leaving within few months, you should have better not accepted the offer. you really are confused. so firstly, decide for yourself what do you want.
From India, Mumbai
Ashish,
your experience of 2 yrs was into HR ??
You first need to see where is your interest is ? Would you be looking for industries, would you be looking for IT sector, insurance domain.... what exactly ?
You should be knowing that when you compare growth in IT and in a factory, there is a huge difference.
Pls do not mind but we were to interview you, we would check the following points :
1) you changed your first job after 2 years. acceptable.
2) you joined some other job and then quit bcz of salary.
3) you joined a factory only for good salary but no growth is seen as you said.
in this case, as an employer, your resume does not reflect stability but hops for salary or not being clear about which domain or industry you wanna join.
what will be judged here is there is no direction in the way you are heading. only for salary purpose, if your leaving within few months, you should have better not accepted the offer. you really are confused. so firstly, decide for yourself what do you want.
From India, Mumbai
Hi Aslesha,
Every individual (either Technical or HR) starts looking for a change when they feel that the current organization is not offering them good position, recognition, monetary benefits or job satisfaction.
The stability is needed in case of people on Permanent roles and not for Contractual employees.
When a HR is taking the interview, he/she is representing the company and should treat the company as his/her own and hire people because the company is going to hire them for some critical projects which would require long term association and moreover the company spends huge amount on training employees based on the project needs and if they feel that the employee is not going to stick to the organization for long term, then its wastage of time and effort and would require hiring fresh candidates, train them and so on.
In HR you will find frequent job changes in the starting stage of the career say between 6 months to 3 years because a fresher after completing 6 months in HR feels that he/she has learned everything and should move to the next level and this is the time when they start looking for change because the present company is not ready to give them either role change or monetary benefits. But once they gradually climb up the ladder in terms of experience, they get to know that they have enough to explore and learn and that is where you see long term stability at senior HR or managerial level.
Secondly now a days mostly HR people are hired for short term assignments and on need basis by the organizations and after the assignments are over they are asked to leave. So in such scenario its quite obvious that HR will have frequent change. Lastly I feel the HR is the field which offers lesser growth as compared to other Technical fields both in terms of career growth and monetary benefits, which I feel is a major reason for frequent job changes in HR.
Regards,
Sasmita
From India, Hyderabad
Every individual (either Technical or HR) starts looking for a change when they feel that the current organization is not offering them good position, recognition, monetary benefits or job satisfaction.
The stability is needed in case of people on Permanent roles and not for Contractual employees.
When a HR is taking the interview, he/she is representing the company and should treat the company as his/her own and hire people because the company is going to hire them for some critical projects which would require long term association and moreover the company spends huge amount on training employees based on the project needs and if they feel that the employee is not going to stick to the organization for long term, then its wastage of time and effort and would require hiring fresh candidates, train them and so on.
In HR you will find frequent job changes in the starting stage of the career say between 6 months to 3 years because a fresher after completing 6 months in HR feels that he/she has learned everything and should move to the next level and this is the time when they start looking for change because the present company is not ready to give them either role change or monetary benefits. But once they gradually climb up the ladder in terms of experience, they get to know that they have enough to explore and learn and that is where you see long term stability at senior HR or managerial level.
Secondly now a days mostly HR people are hired for short term assignments and on need basis by the organizations and after the assignments are over they are asked to leave. So in such scenario its quite obvious that HR will have frequent change. Lastly I feel the HR is the field which offers lesser growth as compared to other Technical fields both in terms of career growth and monetary benefits, which I feel is a major reason for frequent job changes in HR.
Regards,
Sasmita
From India, Hyderabad
Shkadir,
Replying to your post :
PART 1
-------------------------------------------------------------------------
IT FIRMS(HR) had tried their best to recruit(PULL) candidates in very short notice period to deliver their projects in time. At times, employer(s) had even paid applicants notice period pay without giving a thought that,
1) what would be the scenario(in that organisation), for pulling/dragging/compelling employee(s) purely for company's requirement, just by bribing him more pay......but not paying him, for his talent.......
ANS : in this case, the hiring person is at fault; not for recruiting candidates in a short notice to deliver projects. It is at fault bcz of relying on means like bribing him more pay. now " bribing more pay " also needs to be defined. if more pay means offering more salary, then it is not a bribe as you ought to receive higher salary when you quit. but if it is negotiating with the salary and forcing the person to join then it is a wrong action.
In some companies it also happens that people receive more as compared to their talent. but if less is offered to such candidates, then they walk away. in such cases, talent doesn't come into the picture for candidates.
2) What would be the impact on employee(s) career
ANS : employee wud either leave for more money or would stay with the existing company. i dont think any hiring person makes an employees career. it is for them to decide about their willingness to stay or to quit.
Yes, but definitely, a hiring person is showing a wrong way to the candidate just to get his/her needs fulfilled. this might lead the employee to thinking that this is acceptable. but when faced by an organization who strongly opposes it, the employee will be in a soup.
"In this Scenario who is committed EMPLOYEE here - HR MANAGER or EMPLOYEE?" - this still doesn't specify who is committed bcz the conclusion is unanswered; whether or not the person accepts the bribe or rejects it. the HR mngr cud be committed bcz he is doing his work but it shud be done without any unethical practice. the employee can be tagged committed if he rejects the bribe. both the cases differ here.
PART 2
------------------------------------------------------------------------
Now imagine, when the same candidate had applied for ABC FIRM requirement, Even though he is qualified/experienced, if the HR rejects him just because he is a job hopper................what do we have to say now......
ANS : i feel in a way you are relating PART 2 to PART 1 saying that everytime a person hops, he/she is bribed. if the same candidate is applying sumwer, he could get rejected bcz of job hopping. for the same, we shud know what is job hopping. if he is hopping after every 8 months - 1 year, he will get rejected. one cannot say that he was bribed everytime. and even if he was, comeon man... how many times does he want to accept that bribe. it simply means that " i am changing bcz i am being bribed. i am talented, qualified, experienced but being bribed thats why m changing/ hopping ". now this cannot be justified bcz nobody has aksed him to quit. he is doing it solely for money-sake.
and i dont think that after staying with a company for 1 year or 8 months, u gain sufficient knowledge that u wud quit.
by replying to this post, there is nothing personal. i have supported an HR where required and supported an non HR employee where required
and i have been honest while replying.
__________
ASHLESHA
I am expecting HONEST REPLY.......from all those members who had actively participated in this thread.....
From India, Mumbai
Replying to your post :
PART 1
-------------------------------------------------------------------------
IT FIRMS(HR) had tried their best to recruit(PULL) candidates in very short notice period to deliver their projects in time. At times, employer(s) had even paid applicants notice period pay without giving a thought that,
1) what would be the scenario(in that organisation), for pulling/dragging/compelling employee(s) purely for company's requirement, just by bribing him more pay......but not paying him, for his talent.......
ANS : in this case, the hiring person is at fault; not for recruiting candidates in a short notice to deliver projects. It is at fault bcz of relying on means like bribing him more pay. now " bribing more pay " also needs to be defined. if more pay means offering more salary, then it is not a bribe as you ought to receive higher salary when you quit. but if it is negotiating with the salary and forcing the person to join then it is a wrong action.
In some companies it also happens that people receive more as compared to their talent. but if less is offered to such candidates, then they walk away. in such cases, talent doesn't come into the picture for candidates.
2) What would be the impact on employee(s) career
ANS : employee wud either leave for more money or would stay with the existing company. i dont think any hiring person makes an employees career. it is for them to decide about their willingness to stay or to quit.
Yes, but definitely, a hiring person is showing a wrong way to the candidate just to get his/her needs fulfilled. this might lead the employee to thinking that this is acceptable. but when faced by an organization who strongly opposes it, the employee will be in a soup.
"In this Scenario who is committed EMPLOYEE here - HR MANAGER or EMPLOYEE?" - this still doesn't specify who is committed bcz the conclusion is unanswered; whether or not the person accepts the bribe or rejects it. the HR mngr cud be committed bcz he is doing his work but it shud be done without any unethical practice. the employee can be tagged committed if he rejects the bribe. both the cases differ here.
PART 2
------------------------------------------------------------------------
Now imagine, when the same candidate had applied for ABC FIRM requirement, Even though he is qualified/experienced, if the HR rejects him just because he is a job hopper................what do we have to say now......
ANS : i feel in a way you are relating PART 2 to PART 1 saying that everytime a person hops, he/she is bribed. if the same candidate is applying sumwer, he could get rejected bcz of job hopping. for the same, we shud know what is job hopping. if he is hopping after every 8 months - 1 year, he will get rejected. one cannot say that he was bribed everytime. and even if he was, comeon man... how many times does he want to accept that bribe. it simply means that " i am changing bcz i am being bribed. i am talented, qualified, experienced but being bribed thats why m changing/ hopping ". now this cannot be justified bcz nobody has aksed him to quit. he is doing it solely for money-sake.
and i dont think that after staying with a company for 1 year or 8 months, u gain sufficient knowledge that u wud quit.
by replying to this post, there is nothing personal. i have supported an HR where required and supported an non HR employee where required
and i have been honest while replying.
__________
ASHLESHA
I am expecting HONEST REPLY.......from all those members who had actively participated in this thread.....
From India, Mumbai
Sasmita, I have really liked your reply as you are the only one who has focused on the question and rightly replied; rather than those who are differentiating between HR and non-HR employees.
From India, Mumbai
From India, Mumbai
Dear Aslesha,
Thank u really for being so straight, but my priority in life is job satisfaction along with standard salary and i definitely want to prefer hospitality domain as i have bsaic graduation of Hotel Mgmt only, joining a factory helped me get well versed with labour laws but there is seriously no growth here, should i wait for some more time befor changing a job or should i start trying now,
plz suggst,
From India, Calcutta
Thank u really for being so straight, but my priority in life is job satisfaction along with standard salary and i definitely want to prefer hospitality domain as i have bsaic graduation of Hotel Mgmt only, joining a factory helped me get well versed with labour laws but there is seriously no growth here, should i wait for some more time befor changing a job or should i start trying now,
plz suggst,
From India, Calcutta
Ashish,
your priority in life is the same as majority of people. What m saying is that firstly see if u wanna get into HR ? do some study on what are the growth aspects in HR ( trust me, not much ). You have done hotel mgmt. so do you want to go ahead with profile relevant to ur education or sumthing different ?
what is job satisfaction for you ? is it salary with a job that you like ?
is it profile and salary ?
is it a good profile and less salary or vice-versa ?
m sure it would be the first one, and nothing wrong in that.
you say u prefer hospitality industry, but are u aware of the growth aspects in this industry ?
if u think u want to change, you can change. y waste more time by staying in it when nothing is working out. but u need to know what u are gonna get into. you shud not be faced with a situation again wherein you again do not see growth or salary and u quit. first, if u want to get into HR, get some good experience of HR and stay within it. later u will find out for urself.
you can read Susmita's post above as a reply to my query. she has answered by post aptly but u can find out the growth aspects of HR in it as well.
From India, Mumbai
your priority in life is the same as majority of people. What m saying is that firstly see if u wanna get into HR ? do some study on what are the growth aspects in HR ( trust me, not much ). You have done hotel mgmt. so do you want to go ahead with profile relevant to ur education or sumthing different ?
what is job satisfaction for you ? is it salary with a job that you like ?
is it profile and salary ?
is it a good profile and less salary or vice-versa ?
m sure it would be the first one, and nothing wrong in that.
you say u prefer hospitality industry, but are u aware of the growth aspects in this industry ?
if u think u want to change, you can change. y waste more time by staying in it when nothing is working out. but u need to know what u are gonna get into. you shud not be faced with a situation again wherein you again do not see growth or salary and u quit. first, if u want to get into HR, get some good experience of HR and stay within it. later u will find out for urself.
you can read Susmita's post above as a reply to my query. she has answered by post aptly but u can find out the growth aspects of HR in it as well.
From India, Mumbai
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