My manager does this. If he sees that a job candidate hops jobs a lot he won’t give them an interview. That being said, our yearly raises meet/exceed inflation and he’s a pretty good manager
If someone’s spent less than 2 years at their 3 most recent jobs, there’s a high chance they’re job hopping. Especially if they’re engineers in a discipline that can take months to a year to be fully capable of the tasks needed.
Im pretty senior now, you’d pass me by and the most valuable thing I’d do is to reduce that learning time.
I don’t know what you do, but in my IT jobs I’ve seen long onboarding times are due companies not focusing on their product, eg: a finance company writing their own authentication system, or maintaining someone’s vanity project who has long since departed. Get rid of that and you can bring people in off the street.
Get rid of that and you can bring people in off the street.
Yeah, you can’t do that with engineering. Especially when you’re building models to support multiple product lines and have physical testing you have to match to
That’s about as logical and as loaded as an assumption as being fickle. It could also mean the person isn’t qualified and other employers figured that out. But again these are assumptions. In their shoes they are right to be wary and probably have some experiences backing up that caution.
For junior positions maybe. For senior and especially principals there is a ton of value to continuity. When a senior engineer leaves it’s almost like replacing the entire team in terms of overhead if there isn’t a natural successor. And when principals leave you end up losing vision as well as that leadership. This can kill entire projects of it happens unexpectedly.
My position required at least a year to learn everything, and I’m a pretty fast learner. My coworkers jobs require a similar level of training, even with experience. If a candidate spent less than 2 years at their 3 most recent jobs then I agree with my manager that they weren’t worth potentially wasting time on.
My manager does this. If he sees that a job candidate hops jobs a lot he won’t give them an interview. That being said, our yearly raises meet/exceed inflation and he’s a pretty good manager
Just because they are good and your job gives raises doesn’t mean previous employers did.
If you want loyalty get a dog, I work to get paid.
If someone’s spent less than 2 years at their 3 most recent jobs, there’s a high chance they’re job hopping. Especially if they’re engineers in a discipline that can take months to a year to be fully capable of the tasks needed.
Im pretty senior now, you’d pass me by and the most valuable thing I’d do is to reduce that learning time.
I don’t know what you do, but in my IT jobs I’ve seen long onboarding times are due companies not focusing on their product, eg: a finance company writing their own authentication system, or maintaining someone’s vanity project who has long since departed. Get rid of that and you can bring people in off the street.
Yeah, you can’t do that with engineering. Especially when you’re building models to support multiple product lines and have physical testing you have to match to
That’s not a very logical approach.
If the qualifications are in place, your manager may be losing out on good and qualified workforce that would be loyal if they got treated well
That’s about as logical and as loaded as an assumption as being fickle. It could also mean the person isn’t qualified and other employers figured that out. But again these are assumptions. In their shoes they are right to be wary and probably have some experiences backing up that caution.
For junior positions maybe. For senior and especially principals there is a ton of value to continuity. When a senior engineer leaves it’s almost like replacing the entire team in terms of overhead if there isn’t a natural successor. And when principals leave you end up losing vision as well as that leadership. This can kill entire projects of it happens unexpectedly.
My position required at least a year to learn everything, and I’m a pretty fast learner. My coworkers jobs require a similar level of training, even with experience. If a candidate spent less than 2 years at their 3 most recent jobs then I agree with my manager that they weren’t worth potentially wasting time on.