Are people who change jobs frequently unreliable? As a manager, do you recruit people with frequent job-hopping experience?

An enterprise's HR will pay attention to the problem of job-hopping frequency when recruiting personnel. If you are the HR of an enterprise, it is not easy to recruit people who change jobs frequently, because such people have poor reliability. Even if you are recruited to the company, it is very likely that you will continue to change jobs soon, which is harmful to the development of the company and will also affect the work mood and reliability of the old employees.

First, people who frequently change jobs have poor reliability, which will have an impact on the company's development of personnel arrangements. It is easier to recruit people during the peak recruitment period. If a worker has just been recruited, other job seekers have already made a notice of rejection. At this time, the recruited employees will resign again in a short time, which will make them more passive in recruiting talents. At this time, it will take some time to recruit suitable employees in a short time.

Second, companies also need economic costs to train an employee, and frequent job-hopping will increase the cost of enterprises. Even employees with work experience should get to know each other again when they arrive at a new enterprise. Therefore, if they want to train a qualified employee, they also need economic costs. This economic cost is sometimes not consumed at all. Therefore, employees with weak stability, as the HR of the enterprise, will make a consideration every day when recruiting people. So why can she change jobs frequently? Have you arrived at your company? Job-hopping again in a short time, these are all issues that need to be considered.

Third, frequent job-hopping will also seriously affect the mentality of other employees in the company. If an employee keeps changing jobs frequently, it will not only be unreliable in the company, but also affect other employees in the company. Other employees affected by this employee's job-hopping may have some ideas about their current work, which is not conducive to the human resource management of the enterprise. Therefore, people who frequently change jobs are generally reluctant to change jobs.