You can of course ignore or hide from the obvious signs that the world out there is changing, that the staff you hire have other values than we have ever seen before. You can continue to hide your head in the sand (which we jokingly call The Ostrich Syndrome).
Let me ask you this Mr Hiring Manager: are you prepared to commit and guarantee that your company will employ a person up to his or her age of 67? Thought so! Why should this individual then commit to staying with you their whole career?
Before you think I have gone totally mad, suggesting you should start hiring job hoppers, check out this new data from the US Bureau of Labor Statistics.
The average job time for those 25 to 34 years old: 2.8 years per job.
From age 35 to 44, the average job work period is 4.9 years.
For those ages 45 to 54: 7.6 years per job.
Here are 6 good reasons why you should not hesitate to hire job hoppers – but rather welcome what they bring to the table and your organisation. Here’s a summary as written by Forbes’ writer Jacquelyn Smith.
- A job hopper brings experience from a number of industries and size of companies as well as exposure to a variety of challenges.
- Skill sets necessary to keep up with the constant changes must be diverse and dynamic. In most cases, the environment necessary to foster this growth cannot be found with a single employer. By working in many different environments the job hopper gains access to different resources.
- A job hopper will get to see ways how others are going about their business whilst at the same time building their network with a new pool of business people.
- Networking is today vital in a competitive job market. Different employers provide access to different networks in which a job hopper can plant roots and farm relationships.
- Job hopping allows a candidate to assess what s/he likes and not. Once ready to settle down for several years, the job hopper knows what he’s looking for.
- Job hopping allows the job hopper to show employers flexibility, adaptability and quick learning. That someone is not afraid of change and risks. Many companies are keen on hiring these attributes.
via The Nomad Economy | Korn Ferry Institute:
Millennials / Gen Y, which are people born between 1982 and 2000 and now the largest part of the workforce in most countries, seem particularly disinterested in staying put in the same job. The average job tenure of those ages 25 to 34 is less than three years, The US Bureau of Labour Statistics (BLS) found. For those ages 55 to 64 it is three times that, at 10.1 years.
The US Bureau of Labour Statistics (BLS) found that those born between the years 1957 and 1964—younger baby boomers—held an average of 11.7 jobs between the ages of 18 and 48. More than a quarter of people held 15 jobs or more.
A recent survey of US workers found that 64 percent of them have a favorable view of job-hopping. Said it would actually help their careers. In other words, a nomadic career isn’t sign of instability—it’s a feature.
Why do you think that having a great resume is the single most important part of your job search?
The right answer: because if your resume does not excite and impress anyone, you will not be invited for an interview. And obviously, if you can’t even get an interview you will never get the dream job. Simple as that and it can be said with these few words:
Resume purpose: To get you an interview ?
Continue reading “7 tips for your resume that Headhunters just love”
If you think the Resume is to get you the job, then think again!
Here’s the thing you must keep in mind when writing your Resume, also known as your personal marketing pitch.
The real and only purpose of the Resume is simply to get you an interview. It’s the interview that leads you to the job (assuming you are interviewing because you want it).
Important difference between Resume and CV Continue reading “How to Give Your Resume a Makeover for 2019”
The candidate told me the story, why he decided to decline the attractive job offer from one of the big guns in the business. The story started when he one day got a call from a talent acquisition officer of the company.
Here you are, this is for you: Recruiters, HR professionals and hiring managers. You will get lots of learning points in this unbelievable real-life story, why a candidate declined a job offer from a famous brand name in the industry.
Continue reading “9 reasons why I declined the job offer”
Happy New Year to all Best Practice Executive Recruitment followers and readers.
2018 was a record year for Boyden Thailand, in search assignments and income. Some believe the best ever in our history. But hey, we have been in Thailand for 35 years, that’s a lot of history and numbers to remember. Continue reading “What my friends think I do – what do you think?”
As the days go by, no one returns your calls, when no one cares to reply to your emails; once again you curse the idiot of a boss who let you go from your most recent job. The guy who told you the company could do without you. Aaarrgghhh.
As you climb the ladder in the organization, as you move up the pyramid towards the top, as you get bigger responsibilities and tougher challenges, as you also consequently enjoy a bigger pay cheque, so will the risk of being at the wrong place at the wrong time suddenly become very real. Continue reading “Sometimes we recruiters forget that looking for a job is the hardest thing”
You will be surprised when you read this. Something so simple as knowing the Thai Labour law inside out. You would expect that from HR, right?
But here’s the sad news, the unexpected truth of the matter. During the last 15 years of interviewing HR managers, I have personally experienced that 80% of the candidates could not answer three basic labour law questions correctly. Continue reading “3 things most HR Managers still don’t get”
You are really in big trouble if you come across a job interviewer who just keeps talking.
What the interviewer really should be doing instead was asking questions, then listening to what you have to say about yourself and your work experience. You came for a job interview not to listen to a marketing presentation. Continue reading “Dealing with an interviewer who won’t shut up – blah blah blah!”
Did you ever think to yourself… “Been in my industry what seems a life time, too many years in my current position, I’ve been there, I’ve done that?”
Or have you suddenly and unexpectedly found yourself between jobs? Perhaps fired, cut from the payroll but still a family to take care of? Or at best, you called it quits yourself?
Welcome to the Club either way. The question is, how do you avoid being a permanent member of this Club of Wannabes? When I look back at 15 years of headhunting candidates for management positions in Thailand, I have learned the following: Continue reading “Looking To Change Career? Avoid These Job Switch Killers”
Totally not true that recruitment firms work harder if competing with another recruitment company. Let me explain.
Most recruitment firms in Thailand compete on price and not on service or the quality of candidates. A “contingency” recruitment firm will only be able to invoice their client if their candidate is hired. Only then will the recruitment firm receive an income and the recruitment consultant a commission. Continue reading “Naively, hiring companies think recruiters work harder when in competition on a job search”
If you are old enough, you may recall the shampoo commercial, “You never get a second chance to make a first impression”.
You must have heard the saying that a first impression can make or break a business opportunity or relationship. That includes anything from meeting customers, pitching your business to new clients, to dating for a romantic partner, and of course very much to job interviewing. Continue reading “How you should dress for the job interview?”
Your CV is a personal Career Balance Sheet; like the Balance Sheet or Income Statement used in Accounting. The CV lists absolutely everything you have done since kindergarten, primary school, the first job to the current; it can include dates, periods, all training activities or articles, publications. You name it. It can stand the toughest of audits. Continue reading “Your CV is too long”
Who does not love lists and rankings;, think: Thailand’s 50 Richest List to the Best Countries for Business to the Top Weirdest Most Promising New Jobs.
Forbes ranked 250 recruitment and executive search firms in 2017, the first ever such list. Boyden was in the Top 10.
In their new ranking for 2018, yes, Boyden is still there in the Top 10. Other great firms in the Top 10 include Korn Ferry, Egon Zehnder, Heidrick & Struggles, and Spencer Stuart. Continue reading “Who are the leading executive search firms according to Forbes?”
If you think that recruiters help you a find a job, I’m sorry to be the one to tell you: Executive search firms and recruitment companies find candidates for jobs – they do not find jobs for candidates. May I say, don’t shoot the messenger please (read: me).
When you call or email a recruiter, and ask if we can help you find a job, we can only do so if one of our clients has a job opening that matches your experience and skill set. Recruiters have to be focused on their clients’ needs. That is how the business works. Continue reading “8 reasons why you should hang-up when a headhunter calls”
If you want to know why recruiters in corporate Talent Acquisition departments and recruitment firms are considered in the same undesirable league as unscrupulous real estate agents and sleazy second-hand car salespeople, be ready for a blunt wake-up call.
Candidates complain to me that way too many HR people, Talent Acquisition departments, and Recruitment firms do not keep them updated on the hiring process. I just came out of an interview with a senior manager who took a day off to meet the multi-national industry leader about a big job; this meeting took place two months ago. Since then, no email nor phone call, no feedback or update what so ever. Continue reading “Lack of feedback to candidates by today’s HR and recruitment professionals is quite appalling”