Kimmel & Associates’ Post

View organization page for Kimmel & Associates, graphic
Kimmel & Associates

17,902 followers

For hiring managers, the process of recruiting, interviewing, and hiring a candidate can be long and expensive. The Society for Human Resource Management (SHRM) estimates that between hard and soft costs, hiring for a position can cost employers up to three times the salary for that position. For example, if a management role is budgeted to pay $60K, it can cost employers up to $180K to recruit, hire, and onboard an employee for that role. That’s an enormous investment of time and financial resources, so it makes sense that hiring managers want to avoid repeating the process any time soon — when they hire someone, they want that employee to stick around for the long term. So, when a hiring manager looks at a prospective candidate’s resume and sees a history of “job hopping” — consistently making career changes every year or two — that can be a red flag. It can give the impression that the candidate is a risky investment, and that within a year or two, the company could be starting the search process all over again. However, while frequent job changes can be a valid reason for a hiring manager to pause when evaluating a candidate, they shouldn’t necessarily be a deal-breaker in every case. Below, three of Kimmel & Associates’ executive search specialists, Billy Doubraski (VP), Mike Frosaker (Market Leader), and Max Gunther (Associate), offer their insights on why a candidate with a spotty work history might not be as big a risk as they appear on paper, and what “green flag” hiring managers should look for to understand and overcome the possible risk. https://lnkd.in/gZ29muZU #kimmel #executivesearch #careeradvice

  • No alternative text description for this image

To view or add a comment, sign in

More Relevant Posts

Kimmel & Associates

17,902 followers

View Profile

Explore topics