Important and useful experience in the LinkedIn network.
Thanks to the network LinkedIn we had the opportunity to participate professionally in hot debate about the “job instability”, exercise that was seen benefited with ideas, experiences and knowledge of the participants. This aligns with our vehement statement that: the sum of concurring and divergent opinions in any media is the best thing that can happen to us in life, in our work, in this case with the benefit of obtaining information from the instability of some candidates In the labor market.
Investigating the meaning or origin of the word instability, we present the following:
Next, we will introduce who, how and what were the results that were generated of this interesting and important debate, it was quite an exercise in communication in intense and professional exchange of experiences on the subject.
Antecedent
Last Wednesday, January 5, starting this uncertain year of 2022, Pedro Eloy Rodriguez launched through the professional social network a reflection and survey, with the following judgment; Your instability worries us, ending with the following question: Are you a work chapulin? And a broad statement setting out:
- Here the first debate of the year, and it is a topic that really goes a long way. Yesterday a client asked me to accompany him in the final interviews of 3 candidates for the position of Director of CX. I listened to excellent professionals with experience and a broad vision for the vacancy to be filled. It caught my attention that the Human Resources (HR) Manager you I ask to a candidate. Why had he lasted so little time in one of his posts?
- The candidate answered: “New opportunities opened up and the position did not challenge me enough”; RH At the end of the round of interviews, he said: “I like the first candidate, but I am worried about his instability.”
- All 3 were good candidates, but one of them lost a job opportunity for having lasted a year and two months in another position.
in the same post Peter applied a survey in LinkedIn with an excellent response from two thousand seven hundred and forty nine votes (2,749) carried out from January 5 to 8, 2022, whose result presented 51% with stay of less than one year in the company, which, with other results added, are striking, see in the following graph:
Considerations
Given these fundamental figures, let us comment, without judging, that there would be other considerations that forced companies to carry out personnel reductions that have influenced this index of permanence in the company, such as:
- The pandemic stage COVID19, (from 2019 to the nascent 2022) economically and financially hitting companies in general and SMEs in particular, that they are the ones that generate the most employment in Mexico, and that have been heavily hit by confinement and the drop in consumption.
- SMEs without economic-financial support from the federal government.
- Accelerated digitization of processes in the vast majority of organizations.
To the above it is important to note Instability which has distinguished for various reasons to generation of the millennium (from the English millennial generation), among them a change in the vision of today’s young people that some companies have resisted understanding and making the necessary adjustments to know how to integrate millennials into our organizations thus reducing costly and annoying unplanned turnover.
Demonstrations on LinkedIn.
As is desirable, there were different points of view with organizational origin regarding the causes of the staff instability. We present some of them related to the collaborators, the process, the leaders, the Personal Resources Area, etc. see following image:
From the point of view of the important instability
could not miss the divergent point of view, which expresses: Instability is a strength of people, asserting the following: “If companies and the world were governed by stable people, we would continue using carts. Are the “unstable” “the crazy” “the adventurers” “the dreamers” “entrepreneurs” and so many more who carry forward progress”. There could be some reason in this statement, however and for the purposes of this collaboration we do not agree with this point of view, based on the literary meaning of each expression (unstable, crazy, adventurous, dreamers), except for the one referring to entrepreneurs which has a closer link to what organizations in general look for in candidates to find.
Disney a great entrepreneur and creative
“Tenacity, an inspiring word that is at odds with idleness, conformism, uncertainty, doubt, instability, fatigue” anonymous.
Referring to the above, the divergent point of view invoked on LinkedIn refers to two characters, one of them Walter Elijah Disney, who we could say he was a dreamer and an entrepreneur, no more unstable, adventurous and less mad; could have been considered so by third parties, but we do not believe that Disney this way it was seen, we understand that the perseverance and other human qualities or virtues they have nothing to do with madness or other analogous qualifiers.
The instability referred to in this column
Reference is made to the continuous and short-term changes of a person that motivate or force him to resign or be fired from his job; notwithstanding the limitation of the subject for reasons of space, we are certain that the job instability, in addition to the organizational causes that we briefly discussed, have a lot to do with the origins functional previously subscribed.
According to our thesis, the instability of the hired has a lot to do with the area human Resources, as well as with the managers involved in the hiring decision, in both situations, without having carried out an in-depth validation work, because in many cases they are not trained.
The solution to job instability
Will the duration of a candidate in previous positions continue to be a conditioning factor?
In the end the companies they always seek and will seek the stability of their talent which should not be alien to the creativity, innovation, even to the entrepreneurial audacity, distinguishable features in a entrepreneur, which in turn and over time will seek stability to consolidate your project.
The solution of job instability it will depend of each institution and of each person, as well as may be in the recruitment and selection process, or in various parts of the organizational labor fabric.
“Clearly, the recruitment and selection of talent are the cornerstone of organizations and culture is the solid amalgam”
It is a reality that the duration in the position will continue to be the conditioning factor for hiring, so both the candidate and the organization that evaluates him for hiring must improve their strategy and tactics so that at the moment of meeting one evaluates the other, and in this way they manage to make the best decision, and consequently, reduce the risk of instability, thus avoiding a bad arrangement and consequently a bad deal for both parties when reaching the moment of truth that refers to working and giving results, remaining a time that allows both a good return on their investment in terms of capital and work as well as emotional satisfaction.
The solution or reduction of the risks of instability will undoubtedly be in a well designed process from RYS that covers, according to our experience three important stages:
- Understanding and business knowledge.
- Rapport with the position to fill and the candidates to present, carrying out all the necessary validations.
- finalize with the hiring of the elected candidate and follow to their performance in the case of being an external recruiter, at least during the agreed guarantee.
Observing these stages will lead us to reduce the risk of hiring unstable personnel according to the needs of the organization.
Reflection
“No recruiter who pretends reduce risks in the RYS You cannot and should not take action without having understood the business for which you are going to recruit collaborators”.
With the experience of more than a hundred processes of RYS of management personnel and with verifiable success stories, we can attest with certainty that, for several internal or external recruiters of the organization They clearly consider that:
- “Of the 10 main problems of organizations, one of them is the recruitment and selection of personnel… the following 9 are derived from poor recruitment and consequently poor selection of personnel”
No doubt the “labor chapulines” will always exist, it will be the responsibility of the human resources area to establish the optimal conditions to prevent this type of plague from spreading and unbalancing our organization.
We thank the people involved in this collaboration, which is the product of respectful and professional debate, as well as giving life to the surveys with their answers and comments. Without a doubt, this is and will be the best way to raise awareness and learn together.