Red flags don’t come any brighter than when a candidate’s CV screams ‘JOB HOPPER!’
Capabilities? Unproven. Depth of knowledge? Unlikely. Commitment? Forget it. We’re onto the next candidate in two seconds flat.
But Divikar Vadlamani has kicked off the debate byquestioning these assumptions. Maybe, just maybe, the ideal candidate is hiding behind that questionable CV.
Unless the candidate states otherwise, we often assume that poor performance was behind their short stints. Let’s play devil’s advocate.
- Perhaps they’ve filled short or medium-term contract positions, as is becoming more and more common in various sectors.
- Perhaps their seemingly premature exits were beyond their control. Their employers could have relocated, downsized, went out of business, or was sold.
- Perhaps the candidate took advantage of the good years by enjoying short high-paid ‘bursts’ They now understand the game’s up, matured, and are ready to settle down.
- Perhaps they’ve reasonably struggled to find the right environment or degree of challenge. High performers can be difficult to harness, but once they’ve found their home, they’re off and running.
And then again, perhaps they’re simply not a quality candidate. But let’s find out. A phone call and some probing questions will shed some light. Maybe you’ll end up with a useful contract candidate up your sleeve, and maybe – just maybe – you’d have uncovered a hidden gem for your permanent placement.
By carefully preparing and delivering such a candidate’s case, recruiters have proved that they truly understand their candidates. And that’s good news for everyone.
Are you a job hopper – how and why? Would you ever consider hiring a job hopper? Go on, have your say.