Do you collect employers in your CV? How do these frequent job changes affect the recruiter’s perception of you? And on your professional future? Mylène Beaudoin, an expert in job search and recruitment, sheds light on professional leapfrogging.
“There are several ways for the recruiter to interpret this situation. The important thing for the candidate is to be aware of this and to be prepared to respond to apprehensions in order to reassure and convince the future employer,” Mylène Beaudoin explains at the outset.
Frequent changes can in some cases demonstrate good adaptability and a serious career plan. “If the candidate is able to justify them well and his or her personality fits with the team and the superior, it makes sense to give him or her a chance. A candidate is not just a job history, it’s a package! »
The employee can therefore really benefit in his or her argumentation if the transitions are explained by ambition and career progression. The changes are then presented as strategic.
The past is a guarantee for the future, and keeping a job for several years is a true demonstration of loyalty. Conversely, professional leapfrogging may reflect a lack of stability, professionalism or even skills. The employer invests in training and upgrading a new employee in the hope of seeing him or her evolve within the company over the long term, so it is normal for him or her to have reservations when faced with too many changes.
“Some companies have discriminatory fee schedules in this regard. For example, candidates with less than three years of job experience on their resumes will not be called for an interview,” Beaudoin points out.
Today, employees change jobs on average every 3 or 4 years, so recruiters must put things into perspective and adapt to the new realities of the job market. On the other hand, it is certain that a serious doubt (red flag in recruiters’ jargon) will almost always arise if the candidate has held several jobs for less than a year.
Mylène Beaudoin’s advice in bulk
- “If your contract ends because of a conflict with the employer, or if your position has been abolished after a few months and you don’t need the references, I advise you not to add it to your CV. As a recruiter, I can easily accept a one to four month gap in a career. »
- “I often encourage candidates to accept temporary positions, since four out of ten lead to a permanent position. If you have a combination of fixed-term contracts, it is wise to clearly indicate the reason for the assignment, for example: maternity leave replacement or seasonal position. »
- “Be honest! Recruiters check references especially when they are unsure of the reasons for leaving. »