Jobstreet Singapore’s Post

DO NOT REJECT CANDIDATURE ON CAREER STABILITY Let's break the stigma around career stability!! Don't reject a candidate just because they've changed jobs frequently. There are often valid reasons behind every transition. Maybe they: -Left due to unpaid salaries or irregular payments -Sought growth opportunities that their previous company couldn't offer Faced limited career advancement or promotions -Received unfair appraisals or compensation Let's focus on skills, adaptability, and potential, rather than judging candidates for their career journey. Share your thoughts! Let's create a more inclusive and understanding hiring environment. #CareerStability #HiringReform #TalentAcquisition"

🔄 Did you know that 70% of all U.S. job separations in 2022 were voluntary? That means employees chose to leave. If your manufacturing company is seeing high turnover, it's time for a change. ⚙️🚫 High turnover is more than a statistic—it's a wake-up call to explore what keeps a team together and what pushes them away. 🧐 🛠️ We understand this, and we strive to improve engagement, offer career growth opportunities, and create a supportive workplace that can make a big difference. #EmployeeRetention #TurnoverSolutions #ManufacturingExcellence #TeamEngagement

Job hopping 🐰🪂🤸🏽♀️ Red flag 🚩 or brilliant 💡career strategy??? It depends on who you ask. 🤔 Hiring managers and HR Professionals will be turned off by this. 😝 However, people who change jobs every 2 years can increase future potential earnings by 50%. And the longer you stay in the same role with a salary cap, the more you reduce your earnings.💰Not to mention, you become pigeon-holed into your function. It becomes harder for people to see you outside your role. They start to take advantage of you, and that can lead to you taking on more work but not having the space or visibility 👀 to get you promoted. Often, the solution is to move roles, negotiate higher salary and responsibilities, and start branding your career (instead of letting others do this for you). If you lack clarity of how to do this, or what roles to target — see the link in my bio and let’s have a chat. Watch the full video below for my take (TLDW: every 1 yr too much; 2-4 yrs ideal; but lots of factors to consider as exceptions) Stitched video courtesy of Madeline Mann #careertransition #careeradvice #jobhopping

Changed a company every 2 years we consider them a “Job Hopper”. Stayed with a company for 10 years we consider them “Stagnated”. Left a company without a job we consider them “Incompetent”. Changed to a different industry we consider them “Not Specialized”. Worked in only local companies not MNCs we consider them "No culture fit". Stayed with the company for an average of 3-5 years suitable but you consider them “Too Expensive”. The perfect candidate doesn’t exist. Instead, look for Personalities and Potential hire the right ones, and make them perfect. #hr #corporatelife #employees #team #job #hire #linkedin #corporate

🎢 Have you ever come across a job description that feels more like a scattered list of overdue 'to-do's'—a jumble of tasks copied and pasted from the spreadsheets of various overwhelmed leaders? 🎯 How can we strategically developed roles and project-based opportunities that align with both organizational needs and individual talents, empowering individuals to own them at the strategic level, guided by those setting the vision? 🔖 I got excited reading this Harvard Business Review article, which details HOW internal staff can be encouraged to share their often overlooked, yet highly valuable, diverse experiences—exactly what might be needed in other departments. ✨ Having created internal communities focused on peer learning and leadership development in my last two roles, this concept resonates deeply with me, and my mind immediately jumps to how we can construct it. 💡 Curious to hear your thoughts! "Closing the Gap A talent marketplace provides a solution to these problems. It differs from internal job boards in important ways: Employees who are looking for something different to do can post a description of what they want on the marketplace website. Managers with openings can peruse those descriptions as the potential candidates peruse job descriptions. Employers can use them to alert those employees interested in moving to positions that might be good fits for them. Talent marketplaces are typically built using technology that can create smart matches and recommendations. The marketplace posts jobs not just for permanent positions; it can also be used to post openings for short-term projects or temporary assignments that give employees a chance to work on something new or try out a different role even when their intention is to go back to their original job. Managers are not permitted to block employees from moving, although there may be negotiations with HR as to when an employee can take up a new or temporary position. In recent years, companies have been increasing their investments in internal mobility. Companies like Unilever, IBM, and Schneider Electric were early adopters of this idea. When Schneider Electric discovered that 47% of people exiting the company said they couldn’t find an appealing internal opportunity, it created, in 2019, its Open Talent Market, an AI-powered platform that allows staff to share their purpose statements and goals and promote their skills to hiring managers. PwC launched its internal talent marketplace this past year not just to retain people but to make better matches between people and emerging opportunities. Companies that have taken these moves have experienced gains in the form of greater worker productivity and satisfaction or engagement and lower recruiting costs." https://lnkd.in/gnCHJVzQ

Ever found yourself questioning your #career #choice? You're not alone. Recent estimates show that the average employee changes careers from 3 to 7 times during their lifetime (and we're talking about careers, not just jobs) 🤔🌟 For instance, during my career, I've asked myself a few times if I'm doing what I truly want or if I should try something new. It's okay! And for now, I see my growth in human resources and talent acquisition. However, who knows what awaits me later? 🚀 #CareerReflections #ProfessionalJourney

The future is bright, the future is… squiggly? Should we embrace candidates who diverge from the traditional career trajectory and follow a ‘squiggly’ one instead? If you’re unfamiliar, this kind of wavy career path involves multiple jobs across sectors that span both perm and temp roles. This article explores the advantages of breaking free from rigid job descriptions - for both employers and employees - and how it could help the temporary UK workforce grow and thrive. Thoughts? Have you ever gone squiggly in your own career?

The future is bright, the future is… squiggly?   Should we embrace candidates who diverge from the traditional career trajectory and follow a ‘squiggly’ one instead? If you’re unfamiliar, this kind of wavy career path involves multiple jobs across sectors that span both perm and temp roles. This article explores the advantages of breaking free from rigid job descriptions - for both employers and employees - and how it could help the temporary UK workforce grow and thrive.   Thoughts? Have you ever gone squiggly in your own career?  Have a read 👇👇👇

It's Friday... “Hope this helps” (#24): the upcoming holidays... and accelerating your career search momentum -Jason Nemoy, PHR, Partner, Practice Director - HR For those that are in transition or career search mode, you might feel a sense that potential future employers tend to slow down their hiring during approaching holidays . (Thanksgiving, Christmas, etc.) Well, I’ve been approached by this topic recently, and all I can say is in many cases, companies ACCELERATE their hiring targets in Q4 to fulfill their annual headcount budgets, and to prepare for the following year. In fact, I’ve seen incumbents start new jobs on December 30th! So…. I would encourage anyone to do your best to remain positive and maintain (and even elevate) search-momentum. Bring the highest level of energy and effort as you cap the year. Finish strong. Be creative.