Will HR really resent the frequent job-hopping of interviewers?

A definite answer, yes. How to determine the concept of frequency? Basically, if you haven't worked in the same company for two years in a row, reading your resume will make you feel that this job seeker has changed jobs too frequently.

1, stable. HR recruiters definitely hope that job seekers can always work in this company, because they have just joined a company and are on probation for the first three months. They are basically familiar with business and can't be skilled workers at all. They also need to adapt after becoming a full member, and it takes about a year to really create value for the company. If you change jobs in a year or so or a few months, this employee is equivalent to not creating value for the company.

2. Recruitment expenses. It also costs HR to recruit an employee. Pre-publicity, arranging interviews, handling the entry process, arranging training and learning the company's business are all costs of the company. If you are recruiting through a headhunter, you need to pay the headhunter a sum of money. If employees frequently change jobs, these costs are equivalent to being wasted, and recruiting new people also needs to go through these processes again, wasting company resources. HR will also give people the impression that the recruiter is unreliable and lax.

3. Personality reasons. If job-hopping is too frequent, it is also possible that this employee has a flawed personality, can't integrate into the company's work, can't get along with colleagues, and is not good at communication. I once recruited an outsourcing employee with strong ability and high education. At that time, I spoke clearly in the interview and felt good. I feel that the frequency of job-hopping is slightly higher. I asked the leader, so I hired him. But in practical work, I found that he basically never listens to other people's opinions, but only does things according to his own ideas. When arranging his work, if it is not the same as his idea, he will not correct it and insist that he is right, which is very helpless. He is still dismissive of him.

Let me answer you why HR doesn't like employees who change jobs frequently. And how we define frequent job hopping.

From the HR point of view, it is inevitable for job seekers who don't like to change jobs frequently.

Because he needs to consider the following questions:

People who change jobs once every few months or frequently change jobs many times in two or three years will inevitably be wary when HR sees these people. Because he must consider the stability of personnel when recruiting personnel. Especially if the company's project can't be completed in a short time, if this person stays in the company for two or three months before leaving, there will still be a process of job handover and familiarity with the receiving personnel, which will take time. Then the work may not be completed on time, and the most serious situation is that no suitable successor can be found, so the company will lose a lot.

Job cost recruitment also needs cost, and every recruitment needs to pay a certain amount of money cost and time cost.

If the stability of the recruited person is poor, HR has to consider whether this person can stay. If the stability is not strong, then the company is likely to re-recruit and spend more cost. Therefore, from the perspective of cost, we will still choose a more stable one.

What about people who change jobs frequently? They may not stay in different units and different positions for a long time. Such people seem to have work experience, but their understanding of a certain position may not be very deep, and their professional level may not be as good as those who have stayed in a position for a long time.

There must be a reason for people who have a lot of job-hopping mentality. Low salary and poor environment, all kinds of situations are the reasons for their job-hopping. From this, it can be judged that they are unstable and impetuous, and can't calm down and do things.

No, no, very much.

I won't look at every job with an average of less than two years, and I won't waste time.

Loyalty and stability is one of them. You can't change it once a year from another family? Who believes it! The risk is too great.

The second and most important point is, will such frequent changes accumulate experience? Will the ability be improved? I didn't have a good idea about this company yet, so I left.

As you can imagine, you are a small half bottle yourself.

Just sauce.

Not necessarily. It depends. Specifically, it mainly depends on the interviewer's job-seeking motivation and resignation motivation.

Let's share a case:

Xiaoqiu went to a company to be a algorithm engineer before she graduated from 20 18, but she was helpless. After coming to the company for half a year, the company's operating conditions deteriorated, and he didn't get his salary for three consecutive months. Xiaoqiu, who just graduated, had no savings and had to go to the market to apply for a job. It happened that my friend in Shenzhen became an introvert, so he went to an Internet company in Shenzhen to be a algorithm engineer. But northerners don't adapt to the southern climate, and they have many health problems after staying for half a year. I have no choice but to go back and look for a job.

But the market has dealt a great blow to Xiaoqiu, because: "People who jump every year don't consider it." In this way, Xiaoqiu felt that she was rejected by the market and by HR, so to some extent, HR really disliked the interviewer's frequent job-hopping. However, after a period of job hunting, Xiaoqiu was lucky to meet his Bole, and a well-known enterprise HR, HR asked him for an interview, understood the helplessness behind his two job-hopping experiences and gave him a job with a very good salary. It was not rejected by HR in the end.

Not every HR is Bole. Interviewers need to find their own bole in the market. As long as you have enough embroidery, you will definitely appreciate your Bole.

The biggest mission of HR is to recruit the most suitable candidates for the company, strive to be a bole, try to find the helplessness behind each interviewer, pay attention to the potential of the interviewer, and maybe you will find the gap that suits the company best.

There is no doubt-yes.

Why HR doesn't like interviewers who change jobs frequently? First, recruitment also has costs. A position needs to find the right person. It's a very long process from interview to probation to final confirmation. Usually, the interview takes 1-2 weeks, and most interviewers are looking for a horse by riding a donkey, so it takes about 1 month to join the company, followed by a three-month probation period. If it goes well, even if the probation period passes, HR has already completed this task here, otherwise it will have to go through the above stages again.

In this process, HR investment (and possibly headhunting expenses), some expenses for the relevant project team to wait for personnel to join the company, the business familiarity and training expenses of the probationary employees will all be included in the employee's entry cost, which can be said to be not small, at least five figures. If an employee can work for three years, then the cost will be shared in these three years, and there will not be much money on average. However, if the employee only works for half a year, the cost will be high if it is shared equally, and the enterprise will continue to pay the cost of subsequent recruitment. For the cost of the company, HR naturally does not want employees to change jobs frequently.

Second, HR also has KPI. Human resources are divided into six departments, and usually different people are responsible for these departments. For HR in the recruitment configuration stage, the assessment standard is the efficiency of recruitment, which also directly affects the execution efficiency of the employing department.

If an employee leaves his job after working for half a year, or even 2-3 months, the task of recruitment is invisibly aggravated for HR, especially when recruiting people in the recruitment season. As a result, he left his job in the off-season of recruitment, which made it more difficult to recruit people. HR may not be able to complete its own assessment indicators.

Because it directly affects their own interests, HR is naturally very unpopular for interviewers who frequently change jobs. For HR, he would rather let an employee work all the time, either until he retires or until the company dismisses you, rather than see frequent resignations.

HR should be viewed objectively, and job seekers who frequently change jobs will encounter these problems.

1. There are too many scammers and fake companies.

Nowadays, there are many recruitment networks and companies, and there are a lot of fake benefits, fake wages and fake jobs. If this person is unlucky, he finds several jobs, only to find that they are all fraudulent companies. Finally, he has accumulated some experience in finding jobs and found a company with real development opportunities.

I don't know what I want to do.

There are many kinds of jobs now, and the positions are rather chaotic. Especially fresh graduates or interns, when they see these positions, they don't know where to start and what questions to ask. It is better to practice first, try different positions and try a lot of work before you know what kind of work you need to choose.

3. I feel that the salary and ability don't match.

Wage is not linked to ability. In some jobs, no matter how competent you are, you may not get a high salary. And some jobs, even if you don't have the ability, can get a high salary as long as you have connections and are glib.

Some people's ability has exceeded his position, so he chooses to jump ship and look for jobs that match his ability again and again; However, some people do not consider whether they have this ability. They think they are very capable and the salary of the next company will be higher!

HR recruiters will consider whether candidates are competent for the job, how long they are willing to work in the company and whether they can bring benefits to the company. If the applicant changes jobs many times, HR will consider whether this person is suitable for the job. Frequent job hopping is not a good thing. Be sure to keep your eyes open when looking for a job!

Generally speaking, HR doesn't like people who change jobs too often, but it depends:

Interviewers who frequently change jobs within three years after graduation are not particularly favored by HR, but this stage is a trial and error period that most people will experience, and jumping several times is also to determine their suitable direction and field. HR, who has worked for a long time, will understand after going through this stage. Therefore, when you ask your opinion about your frequent job-hopping, you can also answer it in this way, and then add that the position you are applying for now is the direction you hope to develop steadily for a long time.

Interviewers who graduate after three years (the talented Daniel is not in this range) are really suspicious of recruiting HR. Three years is basically a suitable or even a long trial and error period. If you still don't choose the right direction after three years and continue to change jobs frequently, it will inevitably make HR have a bad first impression on you. On the one hand, HR will think that you have not accumulated the corresponding professional ability for the job position and are not worth recruiting. On the other hand, HR will think that you are a very unstable person, and even if your professional ability is ok, there is always the risk of job-hopping (which will affect HR's work performance).

Therefore, it is suggested that it is best to determine the long-term development direction within three years and accumulate professional ability as soon as possible.

Society is very realistic, only looking at your value and the value you can create. Come on!

1, depending on personal situation

If the ability is outstanding, middle and senior managers or technical talents have rich industry experience and a lot of resources. This kind of person is usually poached by headhunters, and it is normal to change jobs frequently. This kind of talent is very popular in all companies, and what HR has to do is how to keep these people.

If you have average ability and few resources, frequent job-hopping will definitely be rejected by HR.

2. Look at the industry

If it is the Internet industry, it is normal to have a fast pace and frequent job hopping. As long as the ability and experience are not too bad, you can get started quickly and your EQ is normal.

If it is a traditional industry, frequent job-hopping has a great impact on the profession.

HR certainly doesn't like job seekers who change jobs frequently, because:

1. Frequent job-hopping means that the workload of HR increases and the recruitment cost increases. If you only hire one person for a few days and then quit, you have to recruit another person, which undoubtedly increases the workload. Moreover, every recruitment will generate costs. Frequent job-hopping means that companies will frequently recruit and will frequently generate recruitment costs.

2. Frequent job-hopping will lead to the shortage of labor in the user department, which will affect the work, reduce the production efficiency or quality, increase the operating cost of the factory, and increase the psychological pressure of the HR department-no one is short of people, and HR has a great responsibility.

3. Frequent job hopping, such job seekers are generally impatient, can't stand injustice or pressure, and want to resign if they have difficulties in their work. This kind of employees who lack sense of responsibility or poor psychological quality are generally not much better, and HR aversion is normal.

HR hates people who change jobs frequently, but they have to use these employees. Because the current career stability cycle is getting shorter and shorter, for about two years, employees are moving, either for employers or for their westerners. Where the salary is high, they go to work more ... frequent job hopping is sometimes caused by company reasons. If you don't use these people, you won't be used.