In my experience, a common critique from managers and C-Suite leaders is that candidates change jobs like they change clothes.
Have you ever thought about taking a new position? Have you been curious to see if the grass is greener on the other side? As a recruiter who also happens to be a Millennial, I’m providing a different perspective that offers a balanced approach to your potential job change.
During my career, I’ve worked with state agencies, publicly-traded companies, and boutique firms. I know each environment has its advantages and disadvantages and I must admit, that after two years of this environment, one tends to seek novelty and newness. However, have you ever considered the value of commitment and company loyalty? In my experience, a common critique from managers and C-Suite leaders is that candidates change jobs like they change clothes.
I’ve created a poll on LinkedIn which asked the question—“How long does it take to become an expert in your current role?” Over 80% responded that it took over three years—20% believing it takes over 10! Ergo, we can conclude, that if you leave a job before three years, you may be risking leaving some skills or valuable experience on the table. In other words, you may risk leaving before you’ve hit your peak.
To clarify, this perspective does not benefit our recruitment industry. Rather it may even be harmful since we earn our living on candidates accepting new roles. Nevertheless, I cannot tell you how many times a manager has passed on a resume because the candidate was too ‘jumpy.’ Commitment and loyalty are highly valued skillsets in the market—which isn’t often mentioned to job seekers.
A common tactic of recruiters that should be a red flag to candidates is to rub salt on a small wound in order to gain interest in their role, (i.e., comments that diminish your current position or company). A candidate doesn’t need to be told why their job has challenges or downsides when they are living it. It’s so subtle that is easy to miss, but have you ever met a recruiter who openly admits that staying with your current company may be better for your career goals? Or have they explained the value of job continuity and loyalty to your current company? Probably not.
My closing thoughts are simple—by all means take a look at what’s offered in the market, but I also implore you to consider the value of loyalty and continuity. Sometimes a slight irritation in your current role can help foster change or even push you to higher heights! And that is my goal for you as a recruiter.
Jason Allinder
Vice President of Recruitment at Gratus Staffing
