VITALITY的动态

It's quite ironic that an employee who frequently changes jobs is often labeled as having stability issues, while the organizations unable to retain their staff are not scrutinized similarly. No one joins a company with the intention of leaving after just a few months. What benefit does an employee gain from this? Job switching is stressful and costly, with much of the earnings spent on relocating and other related expenses. Instead of questioning the stability reflected in an employee's resume, we should also consider the stability of firms that fail to retain their employees. They too have stability issues! #resume #stability #jobchange

In the corporate realm, longevity often doesn't equate to higher pay. The bitter truth is switching companies often yields a better salary compared to sticking around for years. It underscores the importance of strategic career moves in navigating the corporate landscape. #CareerReality #salaryinsights #corporatelife #corporatejobs

I often hear horror stories from candidates about their previous employers. Most companies are willing to offer an external candidate a salary 10-20% higher than what their current team members are earning. That is how companies lose their top performers. If you don't pay your people well, they will find someone else who will see their worth. ???Repost if you agree #ResumeTips #CareerAdvice #JobSearch #EngineeringJobs #ResumeWriting #CareerDevelopment #LinkedInLearning

?? We recently reported that almost half of employees (45 percent) plan to switch employers in the next 12 months, according to data from our own survey (to be released soon). Those looking to make a job move cited these three reasons why they plan to leave: ?? 1. Compensation ?? 2. Lack of growth opportunities ? 3. Company culture If you plan to change employers this year, does this list resonate with you? Drop us a line in the comments section below and let us know what you look for most in a new job. #hiring #jobs #culture #JobMarket #insights

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?

Are you considering changing your career? Whatever the reason, it is crucial to take some time to reflect on this big decision... Do not take this decision lightly, after all, the average employee in the UK will spend over 84,000 hours at work in their lifetime. Here are 4 things to consider before making the move: https://lnkd.in/gNa_j592 #CareerChange #CareerAdvice #JobSeekers #ThoughtfulThursday

'Career committing’ is the newest trend to sweep the business landscape. Latest research reveals how employees really feel about the changing landscape and if being a loyal employee reaps more benefits than finding work elsewhere. ?? https://zurl.co/Fpm4 #CorpVision #Career

Today marks my last working day at the Home Office after almost 6.5 years. A terrifying prospect as this will be the first time since I was 17 I will not have had a permanent job. I have always dreamt of working for myself and undertaking short term interim assignments and i decided a few months ago if I didn't do it now I never would. Walking away from a well paid job with fantastic colleagues and a great boss seemed foolish however, we only regret the chances we didn't take. Some reflections and thank yous are in order. I am leaving the Home Office with far more knowledge and skills than I arrived with which is always positive. In terms of individuals, I have met some of the brightest, hard working people ever. Working tirelessly to deliver objectives in the most difficult and pressured circumstances. I can't name everyone who has left an impression there are too many but to call out a few past and present, Jill Hatcher - my first counter signing manager at the HO at the most horrific and traumatic time in my life following the loss of my husband. Demonstrated you can be a strong leader and still be human and compassionate and quietly support people in the background. Nick Jennings MCIPD - when I think of integrity I think of Nick. Never afraid to speak up and challenge even when it would be easier to stay quiet. Supportive and honest and an outstanding HR professional. If every team had a Nick I think the workplace would be a better one. Emma Pearson - people talk about "it" and I've never been able to define "it". But whatever it is you have it Emma, you have an exceptional talent for someone so early in their career. I look forward to watching your career I'm sure you will be CPO if that is what you want. Thomas Wiseman - my absolute favourite person to argue, discuss, debate pretty much anything with but always leave the conversation as friends. The most intelligent person I've ever met, challenged me to think differently and hopefully be a better HR person because of it. Tabitha Swann - met whilst working on a particularly tricky assignment and became personal friends. Thank you for your support and knowledge on the complexities of government rules, I'd have been lost without you. More to follow on future work in a couple of months but for now I'm going to enjoy the summer with my not so little girl who has too often come second to my work. On that final note never apologise for prioritising your family ??

I've never understood why the '2-year itch' is so widely accepted. I understand why employees move on. But I can't understand why businesses accept losing thousands in hiring costs. The majority of candidates I speak to are looking elsewhere either to get a better title, a better salary or because they feel they have outgrown their position/current company. Most of which can be remedied internally if there is clear communication in place. I understand that some businesses can't give every employee a title change and a salary increase every couple of years. But a lot of the time, people are just looking for more growth and development, to feel challenged and to feel like they're progressing in their career, not coasting. If you can provide that to your existing employees, I am pretty confident you will retain more of them! If you'd like any advice on this, please feel free to drop me a message! #2year #salaryincrease #growth

It's quite ironic that an employee who frequently changes jobs is often labeled as having stability issues, while the organizations unable to retain their staff are not scrutinized similarly. No one joins a company with the intention of leaving after just a few months. What benefit does an employee gain from this? Job switching is stressful and costly, with much of the earnings spent on relocating and other related expenses. Instead of questioning the stability reflected in an employee's resume, we should also consider the stability of firms that fail to retain their employees. They too have stability issues! #trending #linkedinn #copied