Over the many years interviewing candidates I have noticed quite a drastic change in candidates’ CV’s, especially with those aged between 20 and 30 years, today known as the ‘Millennials’.
I do not have anything against a candidate who at a young age wishes to experience different jobs.
In actual fact since the opportunity is there, why not? However, at some point in one’s life we all need to decide what direction we would like to pursue and if the opportunity is there for one to progress further in the chosen profession, then one should take the decision and focus on that particular career path he or she has chosen.
Going through the CV of say, a 35 year old with a CV showing that he or she changed jobs 8 times in a span of around 10 years, does not give a good impression. It is obviously clear that the candidate still has not found his/her ‘dream job’ at the age of 35 and unless the candidate takes that difficult decision to focus on a desired industry it will be difficult for an employer to consider such a candidate for a possible vacancy.
During my interview process with the candidate I always try to be as honest and open as possible as I feel it is also my duty to give advice to the candidate and guide them whenever possible. This is not always possible as candidates could also be simply ‘stubborn’ which unfortunately could create an awkward situation.
At times when I ask how come a candidate has applied for a particular job one of the reasons I am given is simply ‘I have had enough of my manager’ or ‘I do not see eye to eye with my boss’. When I am given such replies it is here where I suggest that they ask for a one to one meeting and express with their boss or manager in a positive yet clear way what they are feeling. They also need to keep an open mind and not just criticise the way things are being handled within the company but they should also be willing to offer suggestions which could be considered by management. Should nothing change for the better, say within three or four months down the line, then yes, it would be time to consider changing job but only then. Candidates that have gone through this process have in many cases come back with positive feedback. In some cases they were also commended by their employers for coming out with suggestions and ideas.
Regrettably this is not always the case with most candidates and it is easier to just look for something else. Unfortunately the youth of today are ‘impatient’ and at times just want ‘instant gratification’. They find it difficult to handle stressful situations and rather than look at it as a challenge they simply look for an alternative.
Going for Interviews
When a candidate has taken the decision to look for alternative employment once selected for an interview it is very important to ask questions such as what are the prospects of progressing further within the company? What are the long term goals of the company? Would they be willing to offer internal or external training?
Such questions will not only help in deciding whether to take it further or not but will also show the interviewer that the candidate is looking long term. Further research such as checking the financial viability of the company should also be conducted. This information is easily available at the Malta Financial Services Authority and would only cost a couple of euro to download such information.
Employers and wage increases
As I mentioned above part of my responsibility as a recruiter is to advise and assist candidates. On the other side I also give guidance to companies when they approach us for our services. The employment situation in Malta today is simple ‘the demand for candidates is much higher than the supply’ and this situation is prevailing in all sectors. This means that companies need to do more in order to keep their good employees. They need to be proactive and give their good employees incentives for them not to look elsewhere. Unfortunately I have come across too many situations where candidates were only offered a wage increase only when they handed in their resignation. In some cases it may work, however, in other cases it may be too late to keep the employee. Once the employee leaves there are the costs of starting the recruitment process once again and the cost of training of the new employee who unfortunately may not live up to the expectations as his or her predecessor.
To conclude I would like to invite you to view a 15 minute interview which could be found on (You Tube) social media called ‘Millennials in the Workplace’ as it could give one more insight into the general situation we are facing today in the workplace.