Apr 5, 2008
Job Hopping and Your Brand
For about 2 nights, I was chatting with a fellow blogger about her job hunting efforts who just graduated from a top university.
As an HR practitioner, I gave her 2 quick tips to start on the right direction as far as her career is concern.
- Choose a career not a job.
- Choose a company where she can stay for a minimum of 2 years.
Applicants who can’t stay for a company for at least 2 years is a turn off to most head hunters. There are only few companies who can tolerate such, and even encourage prospective candidates to turn their backs on there present employer for a price. In my opinion, this is not healthy because organizational loyalty will be defined by a price tag.
As an HR practitioner, we receive hundreds of job applications. My staff will have to sort and arrange the applications initially according to:
- Position they’re applying for.
- Where they live.
Applications with cover letters are given first attention because not only it makes their job easier, it gives them idea of the writing skills of the applicant.
After this process, we’ll determine the best fit by going thru their credentials. By this time, we’ll know in paper the best fit for the job and schedule applicants according to this order.
I tell you, “job/company hoppers”, will be the last in our priority. This is not the kind of (employee) brand that we are looking at.
