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Today's
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interbiznet presents the Bugler
| | May 10, 2000 |
Job Hopping: an In-Depth Look
Unless you've been completely out of touch, it is well known that in the field of attraction and retention the stakes are going up: companies are acting desperate and coming up with all kinds of ideas to attract qualified candidates and keep them once they get there.
Recently, the SHRM and Careers.wsj.com conducted a joint poll on the issue of job hopping; asking both HR professionals and job seekers their thoughts and perceptions on both the act of hopping and the hoppers themselves. If one works off the presupposition that the world of the living is the world of relationships, recruiting being just one relationship context, three basic questions arise:
What is the relationship between the workplace and the job hopping phenomenon?
What is the relationship between an individual's guiding principles and staying at a job or not?
What is the relationship between employee retention and guiding principles of the company?
To answer these questions, I spoke with Tony Lee, editor-in-chief at careers.wsj.com, and a man who clearly has a finger on the pulse on the recruiting industry.
"First and foremost, it is all about relationships …"
If you look at the survey results, although there is little consensus on the definition of a job hopper, nearly half of the jobseekers and HR professionals polled believe that job hoppers are motivated by high compensation and fare much better in the high-tech fields. He thinks that it is mainly the high-tech industry that feeds this movement between jobs-the demand is there. HR recruiters feel under the gun to fill the positions. They have managers breathing down their necks (who have their supervisors breathing down their necks, who have the CEO, who has the board …). So even if the recruiter can see that this candidate won't stay with the company long, he or she is hired anyway. The technology itself adds to the turnover challenge. Resume databases are a good example: you have a disagreement with your boss on Friday and by Monday you have a new job and you e-mail in your resignation.
There seems to be a lot of reactivity going on here, and that is what is driving the hiring decisions. So, can hoppers be viewed as having a basic lack of maturity in that money is the motivating factor or that one cuts off rather than work out a problem with the boss? He thinks so. He also sees the industry self-correcting; job hopping will be looked down upon in future hiring processes in that the candidate will be viewed as unreliable and costly. He also has witnessed some company higher-ups who are getting it, getting that they have to think strategically, not reactively. And, all else equal, some get it quicker than others.
What is very clear is that there is a reorientation in thinking that is beginning to take hold. He believes that although new studies and data are valuable, the information is already out there; a small few are paying attention to it. In his experience, too often than not, it is only when a company's hiring costs go through the roof and what it has been doing doesn't work anymore that the thinking will shift. When that will happen is one relationship he can't predict.
Tony Lee will be a presenter at the e-Recruiting & Staffing Conference May 18-19, at the Mirage Hotel in Las Vegas.
- Donna Troisi
Hero Worship
John Sumser continues his series on the Heroes of Recruiting by looking at the difficulties faced by Recruiters during the current labor supply shortage.
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