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Instilling values and recognising the path you are on builds a solid framework. Leaving a job too soon may not be the answer.

According to the LinkedIn Global Recruiting Trends report and the state of talent acquisition, a key takeaway from the report is that recruiters are focusing on the quality of hire. 56% of leaders say their team’s hiring volume will increase and in order to measure success, they are focusing on how long a new hire stays at the company. Longevity seems to be a valuable asset.

However, it is a blunt question ‘do people quit their jobs too easily?’

Some of the TeamJobs members got together to discuss how you should approach those moments when you think it is time to walk out the door. This months conversation included: Karen Brodie, Bournemouth Branch Manager; Sally Bennett, Executive Manager; Rob Bruce, Technical Manager; Vicki Reeks, Industrial Manager and Becky Russell, Commercial Recruitment Consultant.

Difference Between Temp & Permanent Marketplaces

When it comes to leaving a job too quickly, it does depend on which area. Rob explains

“Temporary staff can leave their jobs far more swiftly than permanent members of staff. The reason to quit is based on the ease to move from one job to another where there is a demand.”

“However, from personal experience there are far too many instances of ‘this just isn’t for me,’ based on the belief that someone can be placed in another temp job the very next day.”

Whilst we now live in a society where people are told to follow their dreams and anything is possible, the reality is, not everyone becomes a YouTube star or Instagram influencer. The path to success is not via the shortest route possible. This is a very dangerous pursuit to follow.

Vicki stated that

“Leaving a job is a part of life. The job for life does not exist anymore.” According to LV= the typical Briton entering the workforce today can expect to have nine jobs across 48 years of working. However, quitting jobs and the very real dynamic of ‘job-hopping’ could lead to ‘lost pensions pots’ with 40% of Brits unsure of the value of their pension reserves.

Does this mean that people who quit their jobs too frequently have a very serious knock-on effect? “Absolutely” claimed Vicki.

“Someone will eventually run out of places to go. Jumping from one job to another can be dangerous. This can become unattractive to employers when looking through a CV and recognise a pattern that shows a reluctance of commitment. Red flags are definitely raised from clients.”

What About When You Are At The Point Where You Have Had Enough?

Leaving a job too early can contribute to a host of negative factors. For instance, you could be burning your bridges with the colleagues you built a rapport with, there could be a growth opportunity around the corner or you are at risk of harming your reputation within the wider community. It is not a wise move to make the quickest escape possible.

Karen highlighted a principal from TeamJobs

“We would always advise someone to stay at their current job until we have got to the bottom for why they are leaving.”

“If it is time to leave, then the most important thing to remember is to always leave on a positive note. Prior to that, you have to highlight your reasons why and to give appropriate notice to your existing employer.”

Vicki stated a very clear reason for this.

“It is all about your professional and personal integrity. To a recruitment consultancy, it provides confidence that we are representing people of principle. For instance, one thing we always do at TeamJobs is to request two references from every candidate.”

“This represents assurance for everybody. It is never wise to make an abrupt exit from a job as clients want to build teams around dependable people.”

Having Values Is Important

It can sometimes be seen as too easy to walk out. Sally highlighted a very important trait of having ‘values.’

Sally said

“Having values defines who you are. Honest intentions are reflected. For instance, when a recruitment consultant meets someone for the first time they come in with a smokescreen which is a challenging place to start. The more we get to know people, the more they have the ability to be open. This is where people get the best value out of a consultant.”

“It is our role to find the drivers for a reason to leave, is it money, is it development or is it even location? Once we have this in place then a relationship of openness builds momentum. This is a far healthier place than being in isolation with a desire to leave instantly.”

Time To Conclude

Career progression is important. Developing new skills, broadening experience and showing progression builds a strength of character. The reason for leaving matters. The reason for leaving too frequently can raise alarm bells. If the reason is always money, then employers will frown.

When values are instilled, what happens is that you take the time to plan whilst at the same time you have security and peace of mind. Making snap decisions can be harmful: so when you make that leap having a map in front of you and the time to talk to a recruitment consultant can become your trusted guide.

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