Does HR really dislike interviewees changing jobs frequently?

HR will dislike it, but I will still jump. Both sides of the labor are equal, and some companies are also very unstable. Or it was fooled in by HR, the bonus shrunk, the salary was not raised, the company had no development, and it was strange if it didn't leave.

Yes, HR does dislike job seekers who change jobs frequently. If HR thinks that the interviewee changes jobs frequently, there will be great uncertainty about the stability of the other party, and whether to recommend it to the department for entry will be carefully considered. In particular, some large companies have higher rights for HR, are less affected by the department, have independent admission and dismissal rights, and will take the retention rate and job competency rate as one of the assessment indicators.

Look at the company, generally speaking, many powerful companies don't care. At that time, I changed jobs a lot, and I had to jump every year, and I changed more than 10 jobs in 10 years. Always explain to people.

Judging from the HR I have been in contact with, there will be more or less "disliked" situations. But most of the time, a more professional HR or headhunter will pay more attention to whether you have a clear enough understanding of your future plans. Whether every choice in the past and the choice of changing jobs in the present is a rational judgment based on this future plan, rather than an impulse. ‍‍

As a senior HR, what we are most afraid of is not the frequent job hopping of candidates, but the fact that the candidates have pale resumes and tasteless project experience, but are pretentious. Or he didn't find any possible problems or thinking defects in himself after changing jobs, and forcibly dumped all the objective conditions and wasted interview feelings and time. What's more, this person himself lacks interest and limited ability, and he is just trying to find a place to settle down temporarily and find time for the next job.

Unless you are recruiting for the HR department, the HR individual will not mind that you change jobs frequently, but the employing department. HR only recruits people for the employing department, the standard is set by the employing department, and the goal of HR is to recruit people according to the standards of the employing department. ‍‍

HR will dislike it, this is a high probability. Mathematical statistics are easy to illustrate that you are not an easily stable person. And most companies are pursuing the issue of human resources.

Who would want to recruit such an employee. Three months of integration, three months of getting started, three months of proficiency, just about to play at full strength, and then changed jobs.

HR didn't skip the job, I think anyone who works part-time should have more or less had the experience of changing jobs. What is the reason for the most job-hopping, after all, it's not for money? You want to keep me to do things for you, but you can't give me the corresponding remuneration, don't you leave and stay for the New Year?

My life is always up to me to think more about him. If the company gives you reasonable money, then there is no reason for me to give up and choose to run.

Everyone is an adult, the ability is there, and you can still see how much water you have in your stomach after the one-month or three-month probationary period is over. It was originally a two-way process. No one wants to be satisfied, no one doesn't want to chase a better life.

If there is no accident in my life, I will live to 70, and if I eat young, I will graduate 24, and there are more than ten years left. After graduation, there is generally not much money to find a job, and after half a year, the ability has grown, and it makes no sense for you not to give me some sweetness and let me continue to contribute surplus value to you.

Most people will resist this kind of job seeker who frequently changes jobs, after all, frequent job change is a career confusion and an escape from pressure. For the first three years of graduation, if you don't have a skill, it is inevitable that there will be career confusion, and frequent job hopping is during this period, looking for career direction.

Yes, it is understandable that a certain job experience is relatively short, but three or four jobs or even more than a few months can not be done, it can't always be the company's problem, don't job seekers have a little bit of their own ability to discriminate?

HR is just going to be disgusted.,Will say you're unstable.。。 But now the general company is a pit, the company's employee turnover rate is very high, and our downstairs office staff is replaced twice a year.

HR recruits staff from the company's point of view, and must hope to find someone who has been working in the company for a long time, and if you have frequent job hopping experience, it will have a little impact.

It also depends on the company, but most companies still don't want personnel to change jobs too often, and frequent job hopping will increase the company's cost if they recruit and train people from new.

Recruitment also requires a cost, and every recruitment requires a certain amount of money and time costs. If the stability of the recruited personnel is relatively poor, HR has to consider whether this person can stay. If the stability is not strong, then the company has a good chance of hiring again and spending more costs.

Therefore, from the perspective of cost, I will still choose the one with stronger stability.

If a company does things by relationships rather than by systems, and spends more energy on human favors than on work, then it is a matter of time before you change jobs.

It depends on the situation, frequent job hopping, it depends on how frequent. I don't think it matters how often I changed jobs before 30. After 30, you have to look at the frequency and reasons, as an HR or don't be too confident, he jumped so many companies and felt dissatisfied, how can your company make people satisfied.

Generally speaking, yes, because HR may feel that people who change jobs frequently are not qualitative people.

Employees who don't change jobs are not good employees! People go to high places, and water flows to low places! Come out to work to earn money, don't talk about any ideals! The most important thing is to do what you love!

Now the management looks at this problem from the perspective of the company, and the company knows that the company has problems and can't hold people is very concerned, but they feel that their company is very good and even a little bit of embrace the culture, such companies generally don't care, but they are worried that you will not do a good job when you come, and the company is too good to drive you away, you will not leave! The same is recruitment, the management is more concerned than the grassroots, the professional managers are unhappy and they leave, they are all professional managers, everyone understands the reason, and no one cares. On the contrary, recruiting a grassroots nail is like buying a durable product, hoping that it will be used for half a century.

Frequent job hopping is actually normal, because the society itself is in a period of instability, and no job is stable. If HR dislikes it, then I dislike him, and I don't want to go to such a company!

What about disgust? During the interview, the department head (interviewer) asks: How long do you plan to work for the company?

A: When I feel that I can't learn anything in the company, and the company treatment can't keep up with my ability, I will leave. I came out to make money, it doesn't matter if I don't have enough ability in the early stage and the salary is low, when my ability is enough, and your treatment can't keep up, then bye-bye.

Will the interviewee dislike the employer's frequent recruitment? You don't hire people frequently, stable management practices, and well-developed. Of course, you can dislike job seekers from changing jobs frequently. If not, then dislike each other.

To be honest, big companies don't, they value talent more. As long as the leader agrees, because I know that it is not easy to recruit people, but some small companies ask for this and that.

will be disgusted, but I also know in my heart that there are too many pit companies, how do you know how bad it is if you don't go in, isn't it bad that you can't choose something else.

HR will not be fixed in one company, they will also change jobs, and they must have seen a lot of people coming and going in the company. No one changes jobs, who do they recruit into the company?

The groove is not just looking at the money jump, so there is a career plan! To put it simply, it is necessary to jump to the platform and develop when changing jobs, and then you will really be promoted and increase your income....

A friend is the R&D manager of a well-known company, and he said that the technology field does not like people who change jobs frequently—especially those who jump randomly in different industries, and they can't form strength without accumulation! Without strength, there is no core competitiveness, and it is easy to be laid off!

If you jump every month for 10 years, and your major remains the same and your salary rises every time, do you dare to do this? I think I might as well recruit them, because that's the god who can dance like that! If you can do a good job in your company, you will make a lot of money.

You can't just lose a lot of your monthly salary. (Hah!) There's nothing wrong with this logic! ）

Generally speaking, a project that can be taken is at least 1 or 3 years, or even longer, and experienced and capable people will change jobs but not frequently. It is not difficult to find a job in 2 to 3 years, and it is not difficult to find a job if you feel unsuitable during the recent job probation period, and you will not be told to mind.

Ordinary employees don't care, if a middle or senior executive often jumps, it means that he is mixing wages. Take the e-commerce project I do, it generally takes 2 to 3 years to achieve the current 30. I have been in contact with the bullshit boss, I just like to make millions in 3 or 5 months, and tens of millions in 1 year.

Pit management, the boss sells at a loss in the early stage, makes money in the later stage, does not make money for 3 months, and leaves immediately, and then it has been a vicious circle until there is no talent.

In fact, it is all relative, HR will dislike people who change jobs too much, and people looking for jobs will also dislike companies with high mobility or companies that are recruiting all day long

1. Professional skill level.

What level of professional skills a person possesses determines whether the person can gain a foothold in the workplace and whether they can continue to develop.

One of the most critical criteria for judging whether a person working in a small company can move to a large company is what kind of professional skill level the person has......If he has a relatively high level of professional skills, he may be able to move to a large company. ......And if the person's professional skill level is relatively poor, he will not be able to change jobs successfully.

2. Recruitment opportunities.

For those who have the ability, whether they can succeed in changing jobs depends on whether they can meet the right opportunities.

If a large company happens to be hiring, you will have a good opportunity to work in a large company.

And if you don't get a good opportunity, then even if you have strong ability, you won't have the opportunity to work in a large company.

3. Your own determination.

Jumping from a small company to a large company requires a lot of ......It's a very hard process for me.

Therefore, whether you are determined to fight for better opportunities for yourself and whether you are willing to work hard is the key to success.

4. The level of effort you have.

Anyone who wants to succeed has to put in enough effort ......

Therefore, how hard a person is is is one of the key factors in whether the person can really succeed. ......Hard work, coupled with the right opportunities, as well as their higher professional skill level, this organic combination of some factors, can finally make yourself jump to a large company, achieve new performance on a new platform, and make your career successful.

It is common for young job seekers to change jobs for a short period of time or frequently within a year, especially for recent graduates, when they have not yet decided on their career goals, they usually find their favorite job by repeatedly changing jobs, and the HR department tends to be more tolerant of the phenomenon of new graduates. HR departments do have an aversion to these issues, and such unstable job seekers are often difficult to trust and select by recruiters.

2-3 years of job hopping, in today's work environment with frequent employee turnover, usually every 2-3 years, is considered by HR to be relatively stable selection, of course, if it is a traditional industry, this period may be extended to 3-5 years. At this stage, employees have experienced from registration to the company's business to master the general skills required by the industry, their professional quality and professional skills have experienced a relatively complete and mature exercise, and during this period, employees are usually able to make a relatively clear judgment on the overall development of the enterprise and the possibility of personal promotion within the enterprise, at this time, employees who change jobs usually encounter the bottleneck of enterprise and personal development, and are eager to find better job opportunities, of course, more employees will choose to change jobs if they are cautious. to get higher salaries and promotions, but there's no denying that candidates who change jobs every 2-3 years are often able to adapt to their new positions more quickly after a change of post and demonstrate a level of competence close to expected.

At the same time, they have a clearer career plan and ensure his stability in the new company than those who change frequently, so this type of job seeker can often become a hot candidate in the job market.

The company's HR will not hire people who change jobs frequently, and for HR, employees who change jobs frequently will make people feel unstable. Especially when there are two acres of people to start or even a few people to choose from, HR will not consider the one who frequently changes jobs, but if it is a person who keeps changing jobs but the position is getting better and better, it can be considered, or this kind of person will also be considered when the right person cannot be recruited. Moreover, HR only has the right to screen resumes, and resumes that frequently change jobs will be screened out in the first round, and the final personnel determination is generally decided by the business department.

Frequent job seekers can make HR feel unstable.

HR recruitment requires a long process, from the determination of needs to the final determination of candidates, it takes at least eight processes to negotiate a contract, so recruiting an employee who frequently changes jobs is a huge workload risk for HR. Moreover, frequent job hopping will also add trouble to the team, and the team will think that this is a mistake in the selection of HR personnel, and this pot will make HR back. Most HR candidates will take into account many factors when changing jobs frequently, and will guess the reasons for not being able to stabilize their jobs, such as:

Whether it is due to poor work ability, lack of career planning, lack of sense of responsibility, etc., such speculation will make HR feel that the job seeker is risky, so if it is not a very good resume, HR will generally not consider it.