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A Quick Buck or Life Time Commitment?

These days, when looking at resumes of people who have 4-6 years of experience, you may often find they have either jumped the same amount of employers or more. What is startling is the youth don’t find anything amiss in this behaviour.

The concept of job satisfaction has changed drastically and youth today treat most aspects of their life like fast food. They easily get bored and the lure of a better pay packet can easily shift loyalties. This may also make their resumes less palatable to the experienced HR personal who may be looking at candidates who are willing to grow with the company.

Both sides of the argument seem to find equal number of debaters. Avinash Pandey, executive vice president ad sales,Star News says that the youth need to spend at least a year to understand the company , its goals and the vision it has for you. Boys and girls should also take the time out to understand their personal career goals and how well those can be aligned with their current employer.

The youth today though have conflicting viewpoints. They believe that each job can come with a new learning, adding more than before to a person’s overall experience. Especially, trying your hand at multiple job profiles at an early stage in your career will allow you to decide what you really want to do without much risk involvement. Besides, it also allows people to grow their professional network and eventually land a job that that may be in sync with their career goals.

The additional benefit that comes with a raised pay package in each jump cannot be ignored either. A college fresher working for a stipend of a few thousands may compare himself to a counterpart who is earning a much higher pay working in a call centre. Though the very nature of the work may differ, the comparisons make for the growing discontent among peers.

How do employers look at someone who job hops frequently? Not with a welcoming glance, says Avinash Pandey. Employers too fully familiarize themselves with the candidate’s career goals before hiring him / her. If a short-term candidate works for the company’s best interest then they might just about hire the person.

Keeping this scenario in mind, many companies offer short-term contracts rather than jobs. The “come-earn (very well)-leave” attitude works for these employers too who take advantage of niche skill sets on a per-project basis. While such skills may also be available with freelancers in the market, employers prefer the added responsibility that comes with being a direct employee.

Ask Mahendra Khanna who has been working with a well-known bank for over 30 years. It is a lifetime commitment that the bank and Mahendra shared. His career growth was slow and non-ambitious, bordering more on comfort rather than adventure. The bank, in turn, retained an employee with reasonable costs rather than occurring higher expenses in hiring a young talent.

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