Dear All,
The recent trends have shown that what was once called job hopping is now job shopping, with more and more people even testing the waters with new employers and leaving within a week or even less for something new. Accepting job offers, not joining, not informing... what is the take or view of the HR managers, community, and employers on this recent trend?
Yogesh Pahuja
www.uhr.co.in
From India, Ahmadabad
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6The recent trends have shown that what was once called job hopping is now job shopping, with more and more people even testing the waters with new employers and leaving within a week or even less for something new. Accepting job offers, not joining, not informing... what is the take or view of the HR managers, community, and employers on this recent trend?
Yogesh Pahuja
www.uhr.co.in
From India, Ahmadabad
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Dear Yogesh,
I recently attended a seminar on Employee Engagement and Retention. We were shown the recent trends in the job market, indicating that numerous new job opportunities are emerging. However, the downside is that employees are switching companies at a faster pace. In my opinion, the recruitment process needs to be strengthened, and candidates must be thoroughly scrutinized before being hired. This trend of frequent job shifts is predominantly observed in the younger generation who are new to the job market (i.e., within 2-4 years of starting their careers). The primary reason for this behavior is their confusion and lack of clarity regarding the direction they want to take in their careers. They are often seeking either money, power, or both but struggle to pinpoint their exact aspirations. It is at this juncture where our role becomes crucial in identifying the right candidate for the right position.
Regards,
Sunaina
From India, Chandigarh
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I recently attended a seminar on Employee Engagement and Retention. We were shown the recent trends in the job market, indicating that numerous new job opportunities are emerging. However, the downside is that employees are switching companies at a faster pace. In my opinion, the recruitment process needs to be strengthened, and candidates must be thoroughly scrutinized before being hired. This trend of frequent job shifts is predominantly observed in the younger generation who are new to the job market (i.e., within 2-4 years of starting their careers). The primary reason for this behavior is their confusion and lack of clarity regarding the direction they want to take in their careers. They are often seeking either money, power, or both but struggle to pinpoint their exact aspirations. It is at this juncture where our role becomes crucial in identifying the right candidate for the right position.
Regards,
Sunaina
From India, Chandigarh
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Dear Yogesh & Sunaina,
Let us not talk about the focus and determination of the younger generation. They are more conscious of their needs and aspirations. As long as there exists a huge disparity in pay in the industry, professionals are going by the saying "Make hay while the sun shines."
All the so-called big gurus who speak on how bad the job hoppers are and how employees are disloyal, I will tell you this - they are the first ones to go for downsizing without thinking about the employees to suit their own needs. I have seen them employing all types of employee exploitative measures to reduce their costs.
So, it works both ways. When it is a recession, the employees suffer, and during a boom, employees make hay, following the economic principle of demand and supply.
Regards,
SC
From India, Thane
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Let us not talk about the focus and determination of the younger generation. They are more conscious of their needs and aspirations. As long as there exists a huge disparity in pay in the industry, professionals are going by the saying "Make hay while the sun shines."
All the so-called big gurus who speak on how bad the job hoppers are and how employees are disloyal, I will tell you this - they are the first ones to go for downsizing without thinking about the employees to suit their own needs. I have seen them employing all types of employee exploitative measures to reduce their costs.
So, it works both ways. When it is a recession, the employees suffer, and during a boom, employees make hay, following the economic principle of demand and supply.
Regards,
SC
From India, Thane
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Hi,
It's very true what Swastik has mentioned, that this next generation is more aware of their needs and requirements. We have a director in our company in the US. He is an IITian and an MBA from Stanford with many other degrees. He is around 37 years of age and is very clear about his next steps. He clearly states in front of all the bosses that he will stay for 2-3 years and then explore better opportunities.
For many, there is nothing called loyalty. It is a very serious issue that is bothering many industries. I have written something related to this; I'll surely post it here by tomorrow.
Cheers,
Archna
From India, Delhi
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It's very true what Swastik has mentioned, that this next generation is more aware of their needs and requirements. We have a director in our company in the US. He is an IITian and an MBA from Stanford with many other degrees. He is around 37 years of age and is very clear about his next steps. He clearly states in front of all the bosses that he will stay for 2-3 years and then explore better opportunities.
For many, there is nothing called loyalty. It is a very serious issue that is bothering many industries. I have written something related to this; I'll surely post it here by tomorrow.
Cheers,
Archna
From India, Delhi
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Dear Swastik,
I did not mean to generalize. Rather, it's really interesting as I was just conducting an exit interview and trying to figure out why the employee was leaving. He had a couple of offers in hand, and all he told me was, "Ma'am, I am very confused about which one to choose."
The demand and supply markets remain, and company loyalty is a separate issue. When I am hiring, I am looking for a person who will be able to align with the organization's needs.
I believe perceptions and experience play an important role here.
Regards,
Sunaina
From India, Chandigarh
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I did not mean to generalize. Rather, it's really interesting as I was just conducting an exit interview and trying to figure out why the employee was leaving. He had a couple of offers in hand, and all he told me was, "Ma'am, I am very confused about which one to choose."
The demand and supply markets remain, and company loyalty is a separate issue. When I am hiring, I am looking for a person who will be able to align with the organization's needs.
I believe perceptions and experience play an important role here.
Regards,
Sunaina
From India, Chandigarh
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Dear Sunaina,
There it is, as I was saying:
"Coz when I am hiring, I am trying to look for a person who will be able to move along with the needs of the organization as well."
Organizations look at their needs and let me ask you one thing - how many times have you paid an employee more than he has asked for? Try doing it, and in the majority of cases, everyone will jump on you.
Regards,
SC
From India, Thane
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There it is, as I was saying:
"Coz when I am hiring, I am trying to look for a person who will be able to move along with the needs of the organization as well."
Organizations look at their needs and let me ask you one thing - how many times have you paid an employee more than he has asked for? Try doing it, and in the majority of cases, everyone will jump on you.
Regards,
SC
From India, Thane
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Dear Swastik,
What I said is about experience and perceptions. In my previous organization, we gave employees 10% more than they asked for. However, in the first organization where I started my career, they offered 15% lower than what the employee requested. Interestingly, the attrition rate was lower in the organization where employees received 10% more than their demands. On the contrary, in my first organization, employees sought a better and richer profile if possible. I believe the differences in industries led to varying parameters.
Regards,
Sunaina
From India, Chandigarh
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What I said is about experience and perceptions. In my previous organization, we gave employees 10% more than they asked for. However, in the first organization where I started my career, they offered 15% lower than what the employee requested. Interestingly, the attrition rate was lower in the organization where employees received 10% more than their demands. On the contrary, in my first organization, employees sought a better and richer profile if possible. I believe the differences in industries led to varying parameters.
Regards,
Sunaina
From India, Chandigarh
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