Was Jason Calacanis' original comment a swipe at Evan Culver?
Never hire job hoppers. Never. They make terrible employees.
11–20 of 134 posts
Re: Never hire job hoppers. Never. They make terrible employees.
#12"Look at some of the uber-successful icons of Silicon Valley / Technology: Larry Ellison, Steve Jobs, Bill Gates, Larry/Sergey, Eric Schmidt, Andy Groves, John Doerr. Not job hoppers."
That's because they're founders and CEO's. If you're hiring me, by definition I'm not the founder (but if I have lots of equity and am treated as an equal partner maybe we'll split the difference on that one). Are you hiring me to be CEO, then? If not, find a better example to compare me against.
Re: Never hire job hoppers. Never. They make terrible employees.
#13"You’re probably disloyal. You don’t have staying power. You’re in it more for yourself than your company." You mean, the company that would cut you loose in about three seconds flat if you became unproductive? Employment is an economic transaction. If you pay me, I will do high-quality, honest work for you. That's fair. If I don't produce, you can stop paying me. That's fair. But if you don't pay me well, or mistrea…
And if I feel like I'm getting bored here, I'll leave and we both win. I'm no longer bored, you don't have an unproductive worker. I don't see what's taboo about this. While leaving at the first sign of boring work or bad situations / pay / etc is a little iffy, if this is becoming the trend I'm going to leave. Loyalty doesn't come from nothing. It can't be expected by default, it's won. Besides, 2 years is a lot of time when you're a twenty-something.
Re: Never hire job hoppers. Never. They make terrible employees.
#14at last years startup school this became a bit of a topic, zappos talked about how they wanted employees to work there and feel valued for life. mark zuckerberg talked about how he was happy creating a culture where great people should be able to come in, start being effective immediately, and move along after a year or so. paul buckheit mentioned his reason for quitting google, it was basically, because you need to…
Most of us here have probably heard of one of Zappos' unique offers to their new employees: $1000 to quit right after training. At least in Zappos case that would help minimize #1 and #3 listed at the bottom of the post.
Re: Never hire job hoppers. Never. They make terrible employees.
#15One of my bosses told me, "People who have been at their current company for more than four years probably do not have enough thirst for challenge to be a good fit at a startup."
That seemed to work for him. And I think Mark Suster has had success with his preferences in the opposite direction. So maybe this is an example of hiring to our biases that don't matter as much as we think.
Re: Never hire job hoppers. Never. They make terrible employees.
#16"You’re probably disloyal. You don’t have staying power. You’re in it more for yourself than your company." You mean, the company that would cut you loose in about three seconds flat if you became unproductive? Employment is an economic transaction. If you pay me, I will do high-quality, honest work for you. That's fair. If I don't produce, you can stop paying me. That's fair. But if you don't pay me well, or mistrea…
Sounds like you are a contractor, not an early startup employee.
Re: Never hire job hoppers. Never. They make terrible employees.
#17Why are successful founding members of companies used as examples of non-job hoppers? If I remember correctly Bill Gates had always run his own company and the Google founders created the companies out of university...
As comic book guy would say... Worse example EVER!
Re: Never hire job hoppers. Never. They make terrible employees.
#18I'm ambivalent about this. A few times in the article the author suggests that only in a small percentage of cases is job-hopping justified, but I think it's actually justified in far more than a small percentage of cases.
The fact of the matter is that contemporary work culture is (for better or worse) progressing towards lower job security, and more job hopping is an inevitable consequence of this. When job security goes down in the economic community, the propensity for job hopping goes up--even when employee's jobs are not directly at risk. This is a natural and rational response to low job security.
Judging workers who have job hopped in the past can be unfair to those workers, especially when many companies are decreasing their own loyalty to their employees. Why shouldn't workers chase higher paychecks outside of their current companies, if those companies don't adequately value their worth? If an employer has not demonstrated a commitment to retaining its employees, it shouldn't expect any commitment in return.
That said, I do agree with the fundamental sentiment behind the article--that companies who are loyal to their employees should prefer employees that will be loyal to them in return.
Re: Never hire job hoppers. Never. They make terrible employees.
#19I'm an independent recruiter, and I see resumes all the time of people who probably look like "flakes", but here's how you differentiate a flake from a person who hasn't found their niche:
Flakes lack accolades. They leave jobs at the sign of trouble, or they get fired. It really is that cut and dry.
On the other hand, you have individuals (like me, prior to striking out on my own) who consistently find jobs they excel at, and produce results. What any hiring manager, and any recruiter who is worth the salary they are paid should look for are results. Is the candidate simply listing job duties that they are expected to accomplish, or do they go into detail and educate you on the accomplishments and success they've experienced at each job?
There is a difference, and if you're unable to make that distinction, I won't be sending anyone to work for you because that indicates to me you're looking for grunts. Not team members.
Re: Never hire job hoppers. Never. They make terrible employees.
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