74%的新西兰雇主愿意雇用拥有跳槽经历丰富的候选人

  据罗致恒富的研究显示,74%的新西兰招聘经理更愿意雇用有跳槽经历/跳槽经历丰富的候选人。

 

  跳槽者被定义为在10年内平均换了6次工作的人。

 

  罗致恒富发现,新西兰千禧一代(出生于1977年至1995年)员工的跳槽更为普遍,79%的招聘经理认为千禧一代员工跳槽经历丰富。相比之下,58%的受访者认为新西兰跳槽经验丰富的员工是X一代(1965年至1976年之间出生)的员工,只有三分之一(36%)的受访者认为婴儿潮一代(1946年至1964年之间出生)员工跳槽经验丰富。

 

  罗致恒富表示,虽然短时间内发生的许多就业变化会导致招聘经理的困扰,但大多数(97%)新西兰雇主都承认,频繁更换工作也有好处。

 

  新西兰招聘经理认为,跳槽对员工的积极影响包括:学习更多技能的机会(44%)、更快的职业发展(39%)、更多不同行业的经验(38%)以及薪资(38%)和应变能力(34%)的提升。

 

  同时,招聘经理认为跳槽者的负面影响是:缺乏工作保障(41%)、缺少职业发展规划(37%)、就业压力增加(35%)、对公司战略制定的影响力较小(35 %)并且错过了成为团队一员的机会(34%)。

 

  罗致恒富新西兰总经理Megan Alexander表示:“随着越来越多的新西兰雇主能够接受经常换工作的求职者,尤其是在具备胜任力的人才稀少的技能短缺型的市场中,跳槽者的‘污名’正在逐渐被更正。随着千禧一代继续主导劳动力市场,人们对跳槽态度正在发生正向转变。”

 

  然而,Alexander提醒雇主在考虑用跳槽者来填补空缺职位时仍应谨慎行事。

 

  NEW ZEALAND – EMPLOYERS MORE ACCEPTING OF JOB HOPPERS: ROBERT HALF

 

  (May.27, 2019, /staffingindustry.com/)The majority, or 74%, of New Zealand hiring managers would be more willing to hire a candidate who has a history of job hopping, according to research from Robert Half.

 

  A job hopper is defined as someone who has made an average of six job changes within a 10-year period.

 

  Robert Half found that job hopping is overwhelmingly more prevalent among New Zealand’s millennials (born between 1977 and 1995) as 79% New Zealand hiring managers think millennial-aged workers are job hoppers. This compares to 58% who think the country’s Generation X (born between 1965 and 1976). workers are job hoppers and just over one in three (36%) who consider baby boomers (born between 1946 and 1964) to be job hoppers.

 

  Robert Half stated that while many employment changes in a short time span can give hiring managers cause for concern, the majority, or 97%, of New Zealand employers acknowledge there are also advantages linked to changing jobs frequently.

 

  The positive consequences of job hopping for employees, as identified by New Zealand hiring managers, include: the chance to learn more skills (44%), faster career progression (39%), more experience across different industries (38%), higher salary progression (38%) and resilience to change (34%).

 

  Meanwhile, the negative consequences of job hoppers, as identified by hiring managers, are: lack of job security (41%), missing out on professional development (37%), increased stress (35%), less influence on company strategies (35%) and missing out on being part of a team (34%).

 

  Megan Alexander, General Manager of Robert Half New Zealand, commented, “The widespread stigma around job hopping is fading as New Zealand employers show signs of increasing acceptance of candidates who change jobs frequently, particularly in a skills-short market where the availability of talent is scarce. As millennials continue to dominate the workforce, the generational shift in attitudes towards job hopping is changing in their favour especially.”

 

  However, Alexander warned that employers should still be cautious of any red flags when considering job hoppers for a vacant role.

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