A candidate who has spent a decade or more in one organization will not have the ability to adapt to the new work environment, moreover is not ambitious enough and is not focused on development after choosing a convenient solution of having a “cushy job”.
Is it even possible to have a cushy job in the era of a constantly changing economy, attacked from all sides by black swans?
This type of thinking, called a “recruitment bias”, disturbs the clarity of the candidate’s competencies assessment, or actually slams the door at the selection stage. Following this line of thinking, we should also reject “job-hoppers” who change their workplace approximately every 1-2 years. Those should be rejected even more often than long-distance runners, shouldn’t they?
Meanwhile, each candidate has a different story to tell.
🔆 A long-distance runner, could have had a chance to develop on many levels, growing with the company, making internal transfers, participating in strategic projects, and realizing himself in various fields.
🔆 A job-hopper could consciously manage his career by joining an organization of a different nature and development stage each time in order to gain unique experience and competencies in each of these places.
What changes should be made on each side of the recruitment process?
