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. The sole reason for their explanation 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 of experience and 3-4 job changes. I am 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 within 6 months?
2) Why 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) Did you join just for the sake of getting a job? Why didn't you do some research on recruiters before becoming a recruiter?
Now, these reasons for job hops are not limited only to HR's, but I will still keep it to them as my post states HR job hops.
I don't disagree that recruitment is monotonous. I have been into recruitment for 2 years myself. It is monotonous, but I have found a way to take it differently and make it interesting.
From India, Mumbai
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24I would like to question:
1) How do they decide for themselves that they do not see growth within 6 months?
2) Why 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) Did you join just for the sake of getting a job? Why didn't you do some research on recruiters before becoming a recruiter?
Now, these reasons for job hops are not limited only to HR's, but I will still keep it to them as my post states HR job hops.
I don't disagree that recruitment is monotonous. I have been into recruitment for 2 years myself. It is monotonous, but I have found a way to take it differently and make it interesting.
From India, Mumbai
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Dear All,
May I have your attention, please? I would like to raise a query related to this thread. Perhaps you can help me expand my knowledge base. I always think in a unique way as I love this process and am habitual to it.
It's a very interesting thread. Let me make it even more interesting.
PART 1
IT FIRMS (HR) have tried their best to recruit (PULL) candidates in very short notice periods to deliver their projects on time. At times, employers have even paid applicants notice period pay without considering:
1) What the scenario would be in that organization when pulling/dragging/compelling employees purely for the company's requirement by bribing them with more pay but not recognizing their talent.
2) What the impact on an employee's career would be.
"In this scenario, who is the committed employee here - the HR manager or the employee?"
I am sure everyone is aware of the IT INDUSTRY's RECRUITMENT/PAY NORMS and how CONSULTANTS, including HR, try to recruit EMPLOYEES.
PART 2
Now, imagine when the same candidate has applied for an 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! Let's define this word and its associated factors before targeting HR MANAGERS and EMPLOYEES (JOB HOPPERS).
"The COLD WAR is between HR MANAGER & JOB HOPPERS. Let's enjoy by sharing our knowledge through BRAIN STORMING."
I am expecting HONEST REPLIES from all those members who have actively participated in this thread.
Good luck to you all.
With profound regards
From India, Chennai
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May I have your attention, please? I would like to raise a query related to this thread. Perhaps you can help me expand my knowledge base. I always think in a unique way as I love this process and am habitual to it.
It's a very interesting thread. Let me make it even more interesting.
PART 1
IT FIRMS (HR) have tried their best to recruit (PULL) candidates in very short notice periods to deliver their projects on time. At times, employers have even paid applicants notice period pay without considering:
1) What the scenario would be in that organization when pulling/dragging/compelling employees purely for the company's requirement by bribing them with more pay but not recognizing their talent.
2) What the impact on an employee's career would be.
"In this scenario, who is the committed employee here - the HR manager or the employee?"
I am sure everyone is aware of the IT INDUSTRY's RECRUITMENT/PAY NORMS and how CONSULTANTS, including HR, try to recruit EMPLOYEES.
PART 2
Now, imagine when the same candidate has applied for an 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! Let's define this word and its associated factors before targeting HR MANAGERS and EMPLOYEES (JOB HOPPERS).
"The COLD WAR is between HR MANAGER & JOB HOPPERS. Let's enjoy by sharing our knowledge through BRAIN STORMING."
I am expecting HONEST REPLIES from all those members who have actively participated in this thread.
Good luck to you all.
With profound regards
From India, Chennai
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Dear All,
I want to add my personal experience on this topic, as I worked for an organization for 2 years and changed my job after that. However, I was not satisfied with the salary; thus, I quit the job and joined a factory as the salary was good. But now, in my current organization, I have been working for the last 5 months and I see no scope of growth and development. Although I have rejected many offers and also not updated my profile in any of the portals for the past 6 months, I have now got a very good opportunity in the HR domain. The interviewer will definitely ask me about my job hopping. How could I explain the situation to them? Or should I wait for a few more months to try for a job? This opportunity, if missed, will be a loss to my career. Pretty confused.
Suggesting all HR members consider.
From India, Calcutta
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I want to add my personal experience on this topic, as I worked for an organization for 2 years and changed my job after that. However, I was not satisfied with the salary; thus, I quit the job and joined a factory as the salary was good. But now, in my current organization, I have been working for the last 5 months and I see no scope of growth and development. Although I have rejected many offers and also not updated my profile in any of the portals for the past 6 months, I have now got a very good opportunity in the HR domain. The interviewer will definitely ask me about my job hopping. How could I explain the situation to them? Or should I wait for a few more months to try for a job? This opportunity, if missed, will be a loss to my career. Pretty confused.
Suggesting all HR members consider.
From India, Calcutta
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Dear All Kindly suggest, my situation is same as many of Cite HR members, it would help everybody regards ashish
From India, Calcutta
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From India, Calcutta
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Hi Ashish,
Your experience of 2 years was in HR? You first need to see where your interest lies. Would you be looking at industries, the IT sector, insurance domain... what exactly? You should be aware that there is a significant difference in growth when comparing IT and a factory.
Please do not mind, but if we were to interview you, we would check the following points:
1) You changed your first job after 2 years, which is acceptable.
2) You joined another job and then quit because of salary reasons.
3) You joined a factory primarily for a good salary, but you mentioned there is no growth seen.
In this case, as an employer, your resume does not reflect stability but rather a focus on salary or a lack of clarity about which domain or industry you want to join. What will be judged here is that there is no clear direction in the way you are heading. If you are leaving within a few months solely for a salary purpose, you should have considered not accepting the offer. It seems you are confused. So, firstly, decide for yourself what you want.
From India, Mumbai
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Your experience of 2 years was in HR? You first need to see where your interest lies. Would you be looking at industries, the IT sector, insurance domain... what exactly? You should be aware that there is a significant difference in growth when comparing IT and a factory.
Please do not mind, but if we were to interview you, we would check the following points:
1) You changed your first job after 2 years, which is acceptable.
2) You joined another job and then quit because of salary reasons.
3) You joined a factory primarily for a good salary, but you mentioned there is no growth seen.
In this case, as an employer, your resume does not reflect stability but rather a focus on salary or a lack of clarity about which domain or industry you want to join. What will be judged here is that there is no clear direction in the way you are heading. If you are leaving within a few months solely for a salary purpose, you should have considered not accepting the offer. It seems you are confused. So, firstly, decide for yourself what you want.
From India, Mumbai
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Hi Aslesha,
Every individual (either technical or HR) starts looking for a change when they feel that the current organization is not offering them a good position, recognition, monetary benefits, or job satisfaction.
Stability is needed in the case of people in permanent roles and not for contractual employees.
When an HR professional is conducting an interview, he/she is representing the company and should treat the company as his/her own. Hiring decisions should be made considering the company's long-term needs and investments in training employees for critical projects. If it is perceived that an employee will not stay with the organization for the long term, it results in wasted time and effort in recruiting and training new candidates.
In HR, frequent job changes are common in the early stages of one's career, typically between 6 months to 3 years. Freshers may seek changes when they feel they have outgrown their current role and are not offered advancement or better compensation. As professionals gain experience and move up the ranks, they tend to prioritize stability and growth in their careers.
In today's context, HR professionals are often hired for short-term assignments based on organizational needs. After the projects are completed, they may be released from their roles, leading to frequent changes in employment. Additionally, compared to technical fields, HR may offer slower career progression and less financial rewards, which contributes to the turnover in HR positions.
Regards,
Sasmita
From India, Hyderabad
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Every individual (either technical or HR) starts looking for a change when they feel that the current organization is not offering them a good position, recognition, monetary benefits, or job satisfaction.
Stability is needed in the case of people in permanent roles and not for contractual employees.
When an HR professional is conducting an interview, he/she is representing the company and should treat the company as his/her own. Hiring decisions should be made considering the company's long-term needs and investments in training employees for critical projects. If it is perceived that an employee will not stay with the organization for the long term, it results in wasted time and effort in recruiting and training new candidates.
In HR, frequent job changes are common in the early stages of one's career, typically between 6 months to 3 years. Freshers may seek changes when they feel they have outgrown their current role and are not offered advancement or better compensation. As professionals gain experience and move up the ranks, they tend to prioritize stability and growth in their careers.
In today's context, HR professionals are often hired for short-term assignments based on organizational needs. After the projects are completed, they may be released from their roles, leading to frequent changes in employment. Additionally, compared to technical fields, HR may offer slower career progression and less financial rewards, which contributes to the turnover in HR positions.
Regards,
Sasmita
From India, Hyderabad
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Shkadir,
Replying to your post:
PART 1
-------------------------------------------------------------------------
IT FIRMS (HR) had tried their best to recruit (PULL) candidates on very short notice periods to deliver their projects on time. At times, employers had even paid applicants notice period pay without giving a thought to what would be the scenario in that organization for pulling/dragging/compelling employees purely for the company's requirements, just by offering more pay without considering their talent.
ANS: In this case, the hiring person is at fault not for recruiting candidates on short notice to deliver projects. It is at fault because of relying on means like offering more pay. Now, "offering more pay" also needs to be defined. If offering more salary is meant by more pay, then it is not a bribe as one should receive a higher salary when quitting. But if it involves negotiating with the salary and pressuring the person to join, then it is wrong.
In some companies, it also happens that people receive more pay 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.
What would be the impact on employees' careers?
ANS: Employees would either leave for more money or stay with the existing company. I don't think any hiring person makes an employee's career. It is up to them to decide about their willingness to stay or quit. Yes, but definitely, a hiring person is showing a wrong way to the candidate just to fulfill their needs. This might lead the employee to think that this is acceptable. But when faced by an organization that strongly opposes it, the employee will be in trouble.
"In this Scenario, who is the committed EMPLOYEE here - HR MANAGER or EMPLOYEE?" - This still doesn't specify who is committed because the conclusion is unanswered; whether the person accepts the bribe or rejects it. The HR manager could be committed because he is doing his work, but it should be done without any unethical practices. The employee can be tagged as committed if he rejects the bribe. Both cases differ here.
PART 2
------------------------------------------------------------------------
Now imagine, when the same candidate had applied for ABC FIRM's 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 every time a person hops, he/she is bribed. If the same candidate is applying somewhere, he could get rejected because of job hopping. For the same, we should know what job hopping is. If he is hopping after every 8 months - 1 year, he will get rejected. One cannot say that he was bribed every time. And even if he was, come on man... how many times does he want to accept that bribe? It simply means that "I am changing because I am being bribed. I am talented, qualified, experienced but being bribed, that's why I am changing/hopping". Now this cannot be justified because nobody has asked him to quit. He is doing it solely for money's sake.
I don't think that after staying with a company for 1 year or 8 months, you gain sufficient knowledge that you would quit.
By replying to this post, there is nothing personal. I have supported an HR where required and supported a non-HR employee where required.
And I have been honest while replying.
ASHLESHA
I am expecting an HONEST REPLY from all those members who had actively participated in this thread.
From India, Mumbai
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Replying to your post:
PART 1
-------------------------------------------------------------------------
IT FIRMS (HR) had tried their best to recruit (PULL) candidates on very short notice periods to deliver their projects on time. At times, employers had even paid applicants notice period pay without giving a thought to what would be the scenario in that organization for pulling/dragging/compelling employees purely for the company's requirements, just by offering more pay without considering their talent.
ANS: In this case, the hiring person is at fault not for recruiting candidates on short notice to deliver projects. It is at fault because of relying on means like offering more pay. Now, "offering more pay" also needs to be defined. If offering more salary is meant by more pay, then it is not a bribe as one should receive a higher salary when quitting. But if it involves negotiating with the salary and pressuring the person to join, then it is wrong.
In some companies, it also happens that people receive more pay 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.
What would be the impact on employees' careers?
ANS: Employees would either leave for more money or stay with the existing company. I don't think any hiring person makes an employee's career. It is up to them to decide about their willingness to stay or quit. Yes, but definitely, a hiring person is showing a wrong way to the candidate just to fulfill their needs. This might lead the employee to think that this is acceptable. But when faced by an organization that strongly opposes it, the employee will be in trouble.
"In this Scenario, who is the committed EMPLOYEE here - HR MANAGER or EMPLOYEE?" - This still doesn't specify who is committed because the conclusion is unanswered; whether the person accepts the bribe or rejects it. The HR manager could be committed because he is doing his work, but it should be done without any unethical practices. The employee can be tagged as committed if he rejects the bribe. Both cases differ here.
PART 2
------------------------------------------------------------------------
Now imagine, when the same candidate had applied for ABC FIRM's 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 every time a person hops, he/she is bribed. If the same candidate is applying somewhere, he could get rejected because of job hopping. For the same, we should know what job hopping is. If he is hopping after every 8 months - 1 year, he will get rejected. One cannot say that he was bribed every time. And even if he was, come on man... how many times does he want to accept that bribe? It simply means that "I am changing because I am being bribed. I am talented, qualified, experienced but being bribed, that's why I am changing/hopping". Now this cannot be justified because nobody has asked him to quit. He is doing it solely for money's sake.
I don't think that after staying with a company for 1 year or 8 months, you gain sufficient knowledge that you would quit.
By replying to this post, there is nothing personal. I have supported an HR where required and supported a non-HR employee where required.
And I have been honest while replying.
ASHLESHA
I am expecting an HONEST REPLY from all those members who had actively participated in this thread.
From India, Mumbai
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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
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From India, Mumbai
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Dear Aslesha,
Thank you very much for being so straightforward. My priority in life is job satisfaction, along with a standard salary, and I definitely want to pursue a career in the hospitality domain. I have a basic graduation in Hotel Management only. Although joining a factory has helped me become well-versed with labor laws, there is seriously no growth opportunity here. Should I wait for some more time before changing jobs, or should I start trying now?
Please advise.
Thank you.
From India, Calcutta
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Thank you very much for being so straightforward. My priority in life is job satisfaction, along with a standard salary, and I definitely want to pursue a career in the hospitality domain. I have a basic graduation in Hotel Management only. Although joining a factory has helped me become well-versed with labor laws, there is seriously no growth opportunity here. Should I wait for some more time before changing jobs, or should I start trying now?
Please advise.
Thank you.
From India, Calcutta
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Ashish,
Your priority in life is the same as the majority of people. What I'm saying is that firstly, see if you want to get into HR? Do some study on what the growth aspects are in HR (trust me, not much). You have done hotel management. So, do you want to pursue a profile relevant to your education or something 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?
I'm sure it would be the first one, and there's nothing wrong in that.
You say you prefer the hospitality industry, but are you aware of the growth aspects in this industry?
If you think you want to change, you can change. Why waste more time by staying in it when nothing is working out? But you need to know what you are going to get into. You should not be faced with a situation again where you do not see growth or salary, and you quit. First, if you want to get into HR, get some good experience in HR and stay within it. Later, you will find out for yourself.
You can read Susmita's post above as a reply to my query. She has answered my post aptly, but you can also find out the growth aspects of HR in it as well.
From India, Mumbai
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Your priority in life is the same as the majority of people. What I'm saying is that firstly, see if you want to get into HR? Do some study on what the growth aspects are in HR (trust me, not much). You have done hotel management. So, do you want to pursue a profile relevant to your education or something 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?
I'm sure it would be the first one, and there's nothing wrong in that.
You say you prefer the hospitality industry, but are you aware of the growth aspects in this industry?
If you think you want to change, you can change. Why waste more time by staying in it when nothing is working out? But you need to know what you are going to get into. You should not be faced with a situation again where you do not see growth or salary, and you quit. First, if you want to get into HR, get some good experience in HR and stay within it. Later, you will find out for yourself.
You can read Susmita's post above as a reply to my query. She has answered my post aptly, but you can also find out the growth aspects of HR in it as well.
From India, Mumbai
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