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Hiring has never been an easy practice, and job hoppers have long been the bane of HR managers around the world.  That being said, the nature of the job market has changed a lot over the last few decades, and some degree of job hopping is expected for most of the workforce these days.  With that in mind, it is useful to be able to identify the individuals who are more likely to leave you high and dry at the most inopportune time.


First, it is important to separate legitimate job hoppers from people who have simply worked jobs that are short-term or contract-based.  For example, people in event management, construction and consultant roles will naturally move from company to company.


One of the most common types of people to look for are what’s termed an “opportunity” job hopper.  These are people who are either overqualified for the position and will likely leave to pursue another opening, or they are individuals who already have a strong established work history and will likely leave if a better financial/scheduling offer is made.  Now this isn’t to say that companies should avoid hiring someone simply because they’re overqualified.  It is important to first take a look at their actual work history and see how long they typically stay in a position.  Many people, especially new graduates, are looking for stable income and may stay much longer than you originally anticipate.


Some hoppers can be spotted just by a quick glance at their work history.  With others, however, their habits may not be apparent until you interview them.  For instance, they could have left their last company relatively quickly with a legitimate reason, but when you talk to them about it, they have nothing but negative things to say about working there.  Probe a little bit further, and you may find that they have the same negative opinion about many of their former workplaces.  You’ve just discovered a perpetual malcontent – this is someone who will inevitably leave because they find it difficult to adapt to the working world and will be unhappy no matter where they go.


In some cases, it can be difficult to identify either type of hopper. Either their work history is sparse, or they do not disclose this information during interviews.  This is when references become important, as their former employers can provide honest insight that the candidate might not be as forthcoming with.  In addition, asking the right questions during the interview can force the candidate to give you useful answers.  For example, a question like “name your greatest achievements from a few of your last positions” will force them to think about their previous roles in a positive light and can also tell you whether they contributed anything of value before they left.


Finding the right person for a position is never easy, and spotting job hoppers early will definitely make the process more demanding.  That being said, it is absolutely worth the extra time and effort to make sure you avoid hiring the wrong person.  The alternative is much more costly.


Lance | Contributing Writer

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Finding the right candidate for a job can be a daunting process for many employers. Individuals with a great work ethic and a strong skillset are essential for maintaining a productive organization. When it comes to finding the right people, utilizing the services of a recruitment agency is an effective way to fill job openings.


There are many benefits of a recruitment agency and using their services will significantly simplify the hiring process for you and your organization. Here are a few of the advantages:


Time and Cost


Time is of the essence in today’s world, especially if companies want to remain competitive. Stopping or slowing production can result in a loss of revenue. Job openings need to be filled with suitable candidates who can learn fast and make notable contributions to an organization. Recruitment agencies can match and shortlist candidates, saving your company on countless hours of sorting through hundreds of applications. As a result, open positions can be filled much faster, saving you time and money.


Network


Recruitment agencies maintain an extensive pool of skilled candidates in their databases. Job seekers seek them out for employment opportunities, which ensures that agencies are always receiving new applicants from a wide cross-section of backgrounds, experience levels, and expertise.


Pre-Screening


Candidates go through extensive assessments and evaluations before being referred to a potential employer. The agency will take care of all the background and reference checks, ensuring that only the best and most qualified candidates move on to the next stage.


Employee Retention


Workplace turnover is significantly reduced when the employee is the right fit for the job. Knowing that the available candidates have already gone through a thorough screening process puts the manager’s minds at ease when selecting an employee. That added confidence makes the final hiring decision that much easier to make.


Building Relationships


Over time, employers will find that the hiring process through the recruitment agency they’ve engaged becomes more efficient. The agency will have established prior knowledge of the employer’s specific needs and expectations, and thus be able to provide valuable advice and expertise on future hires.


For your next job opening, consider using a recruitment agency. The benefits will be reflected in an efficient and skilled workforce that’s capable of boosting company morale and helping you achieve your organizational goals.


N. Johnson | Contributing Writer

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Job seekers tend to do a lot of research into what employers want from them, but few put as much time into thinking about what they should expect from their employers.  Below is a list of mandates that any good employer should follow in order to function well as an organization and maintain the loyalty of their workers.


Ensure their health and safety


Many seem to assume that this mandate is only relevant to companies asking their employees to perform physical tasks, but this can easily apply to a typical office setting as well.  Saddling your employees with unrealistic goals or huge workloads can take a heavily toll on their mental and physical health when the long hours they spend trying to meet unreasonable targets start to add up.  So make sure that both their physical and mental well-being are taken into account when developing work policies and assigning tasks.


Create opportunities for your employees to grow


Without room to be fully utilize their skill set and climb the corporate ladder, employees will inevitably become bored or dissatisfied.  Employers should take the time to provide them with chances to expand their workers’ knowledge and entrust them with new responsibilities and opportunities.   In doing so, the organization will be rewarded with higher rates of worker retention, job satisfaction and a healthier more vibrant office culture as a whole.


Build trust into your hiring and work practices      


As an employer, if you make sure to only hire people you trust to work independently, you will be able to avoid falling into the trap of micromanaging.  Whenever workers are surveyed about company engagement, trust is almost always one of the top most desired traits that workers desire from management.  Strong hiring practices will ensure that you only hire people that fall into that coveted “trusted” category, which will in turn, cultivate better relationships between workers and management.


At the end of the day, companies have a responsibility to make themselves appealing to potential job seekers.  Just as your average job-seeker will spend a great deal of time perfecting their resume and interview skills, companies should work on improving their work culture and streamlining their processes to be, not only more efficient, but also more people-friendly as well.


Lance | Contributing Writer

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