Is frequent job-hopping a taboo in the workplace? Does HR have a bad impression of frequent job-hopping

Employee loyalty. In fact, satisfaction is related to professional ethics. A job-hopping person's satisfaction will be greatly affected. At this time, recruiters must carefully consider how risky it is to recruit such people. The difficulty coefficient of wind control is high. With the job seeker's resignation resume in his resume, the shortening of his resignation cycle and the frequency of job hopping in the enterprise, the recruiter will evaluate the risk control after the recruitment interview. Every novice needs to invest in the enterprise to study and train. If such job seekers come quickly, it is easy for recruiters to fall into a sign of unknown knowledge.

Generally speaking, people who frequently change jobs have relatively poor personal psychological quality. Poor tolerance, adaptability to the new environment and competence at work will be discounted, so such people should be cautious in recruitment and interview. Immature temperament. Constantly changing jobs will make people feel that I am imperfect, with too many job choices, unpractical and immature temperament. Some people may ask why people choose reliable employees in the company. Besides, isn't it that the old employees of the company are all smooth hands? Moreover, some rules and regulations hinder the management of the company, some are destroyed, some work is not well implemented, or some work is difficult to implement, but this is also an individual phenomenon among some old employees, and they talk about why they should choose reliable employees. We should look at his advantages from another aspect, not his shortcomings. The company should adopt his advantages and discuss his shortcomings in other areas.

The first reliable employees have a deeper understanding of the company's identity, everyone's cultural knowledge and the development trend of the company's culture, which is conducive to the implementation of the company's principles and policies, the progress of all work, and the reduction of some learning and training expenses and cost increases for new employees. Naturally, this is a perspective that must be considered. Therefore, it is useful to affirm and understand the spirit and culture of the company, which can reduce some capital investment.

Naturally, stable employees are positive for the company, and job performance appraisal is also possible. If China's stable employees are not in a positive direction, or are an obstacle. In other words, he can't promote the work of the company, and the overall bias of the company can't guarantee a mutual promotion. What are the benefits for the future development of the company? Under such circumstances, we should actually treat it dialectically. Even if stable employees don't want to leave the company, they need to be transferred or retrained to make them linked to the company's performance appraisal, thus promoting the completion and development trend of the company's development strategy.