How do enterprises view their repeated job-hopping behavior?

How do enterprises view their repeated job-hopping behavior?

How do enterprises view their repeated job-hopping behavior? Job-hopping is a common situation in the workplace, because everyone is not sure about their life plan. Let's share how companies view their repeated job-hopping behavior. Let's have a look.

How do enterprises view their repeated job-hopping behavior? 1 HR Manager's point of view: We should reconsider the motivation of employing people.

In the interview, some human resources managers believe that employees' job-hopping will inevitably give enterprises an impetuous feeling, and their motivation and past experience will become an important measure when considering whether to accept these employees again.

Can your motivation convince the enterprise?

"Since he decided to leave, there must be a reason for him to leave. Now he chooses to come back. What is the reason for his coming back? These are all factors that enterprises have to consider when measuring whether to hire these employees who are interested in reinstatement. " Ms. Li, Director of Human Resources Department of Ciba Specialty Chemicals (China) Co., Ltd. pointed out that the employee's reinstatement after leaving the company will really give the enterprise an impression that this person can't work with peace of mind. Therefore, before deciding to reinstate the employee, the enterprise needs to know their motivation to leave, their views on the work after returning to the enterprise, what requirements they have for welfare benefits, and whether they will continue to jump out ... Only by clarifying these contents can the enterprise make further consideration.

Can your experience impress enterprises?

Admittedly, in order to let the enterprise accept an employee who has left work for a period of time, the loyalty of employees to the enterprise is often questioned. Which company did the employee go to after leaving the company? What are they responsible for in the new enterprise? What achievements have you made in your new job? ...

Facing the employee who intends to be reinstated, a series of questions about his work experience after job-hopping can't help popping up in the human resources manager's mind. Because in the eyes of some enterprises, the reason why a former employee has the idea of reinstatement is largely related to his past workplace experience, and these experiences have also become an important factor to measure his motivation for reinstatement.

Enterprise point of view: treat "horses that eat grass again" differently.

In fact, in the face of the flow of employees, especially these employees have been working outside for a while, they are required to come back again. Does the employer "accept"? Or "refuse"? Different companies have different views on the phenomenon of "good horses eat grass again"

Reinstated employees can reduce the running-in period.

Enterprises may support employees to ask for reinstatement according to their own development needs, and Li Guocheng, director of human resources of Qiaoxing Group Co., Ltd., can be said to be one of them. In his view, as long as employees leave for normal reasons, not because of violating company regulations or bad conduct, enterprises will generally consider their requirements to return to the enterprise. Because if the company hires a new employee, it usually needs pre-job training, and the newcomer needs a period of time to get in touch with and understand the company; For employees who have been reinstated, they can quickly integrate into the enterprise because of their previous understanding of the enterprise, and their work performance is obviously faster than that of other newcomers, which can save the company a sum of cost.

Be cautious about employees who are reinstated.

There is no denying that some units are very cautious in dealing with the issue of employees' reinstatement. Especially for many enterprises with production technology as their main vitality and competitive potential, employee turnover is the loss of the enterprise, but does the employee's re-function make up for this defect? In an interview, the human resources manager of Guangdong Maydos Chemical Co., Ltd. said, not necessarily! Because companies usually look for suitable candidates to fill vacancies immediately after employees leave their jobs, if employees are reinstated again, they will probably not be placed in their original posts, but will reconsider their posts on the basis of measuring how much value they can bring to the enterprise. This will inevitably increase the operating costs of enterprises.

In addition, whether employees are reinstated is also an important consideration. If the development of enterprises is in urgent need of talents with original ideas in the marketing field, in addition to "hunting" the target through external recruitment, reinstatement of employees may also become one of the ways to solve the shortage of talents.

The key is to grasp the "degree" of measurement

Many enterprises emphasize that how to grasp a "degree" is the key factor when dealing with the problem of reinstated employees. Proper handling will inevitably promote the development of enterprises, on the contrary, it may also cause losses to enterprises, which is one of the reasons why many enterprises are cautious about reinstated personnel. "An employee is accepted after leaving the enterprise, largely because their return can help the development of the enterprise. On another level, their reinstatement also brought a message to employees-the outside world may not be wonderful. " He said that when considering whether to accept employees who ask for reinstatement, their personal qualities, quality, self-cultivation and integrity are very important, because if they can have a positive impact, they will directly prove the advantages of the enterprise to other employees and work at their posts with peace of mind. Otherwise, other employees will think that the enterprise can go in and out at will, which will have a negative impact on the management of enterprise employees.

How do enterprises view their repeated job-hopping behavior? What kind of job-hopping will always fail.

It is rare for an employee who has just been promoted and transferred to a new position for two months to voluntarily resign, so I will find an opportunity to talk to this employee. I chatted with employees about their work experience before and after changing jobs and asked them why they resigned. At first, employees said they wanted to try an opportunity outside the industry, but they didn't know what the benefits of the new opportunity were.

Ask carefully, the real reason for leaving my job is that I hate my current department head very much, and I feel that my current job has no future and I don't want to stay for a day. I plan to leave at the first opportunity outside.

There is indeed a big problem in the management of the head of this department. Some employees have left for similar reasons before. This paper does not discuss the management of this supervisor, but talks about the choice of job-hopping from the perspective of young employees.

In reality, many people want to quit their jobs because they are not satisfied with their current jobs. They want to escape from the problems they are encountering, such as meeting an annoying boss, tense interpersonal relationship with colleagues, challenges at work or lack of sense of accomplishment at work. I don't want to stay all day. I want to leave this place early.

It is understandable to leave the bad environment early, but it is more important to know what your career goals are, and the most important thing is to pursue your goals.

If you jump ship blindly just to avoid problems and don't reflect on your goals and problems, you are likely to encounter similar problems in your new position. It is better to stay and solve these problems, and new career opportunities will often appear in the process of really solving these problems. If you happen to have the right opportunity to pursue the goal you want, then boldly seize the opportunity to jump ship.

In short, job-hopping is a pursuit rather than an escape.

Many young friends who have just entered the workplace say that I don't know what I am suitable for or what my career direction is, but I just don't like the job I am doing now. If you are young, at the early stage of your career development, you can also find your favorite * * * group by job-hopping. If you have been working for 3 or 5 years and are still escaping from job hopping, it is easy to fall into a situation of frequent job hopping and getting worse.

If you haven't found your own clear direction, you might as well do the work in front of you first and try your best to achieve the ultimate. When something is done to the extreme, on the one hand, it will win the favor of the company and get more opportunities, on the other hand, it is easy to get a sense of accomplishment at work and motivate yourself to explore further. This kind of opportunity and sense of accomplishment can guide you to find the direction of career pursuit.

In addition, many skills of this job can be migrated. The work habits and methods that make a job to the extreme are also very useful for doing another new job that is not directly related.

Finding the direction of pursuit in the process of doing is much more reliable than fantasy and so-called professional interest assessment. Many things can only be discovered if they are really done. Only by doing one thing to the extreme can we win new opportunities and a sense of accomplishment. The process of doing is the real process of continuous self-discovery.