11–20 of 32 posts
Technically I suppose I might be a "Gen Y" something-or-other, though at 33 I feel too old to be a "trophy kid". But I'm a firm believer in the idea that if you change companies frequently, but also get large, valuable projects done, it all evens out pretty well. Then again, perhaps that's just me rationalizing looking like a flake. Still, I'm a flake who has put together some good projects, and made some folks decen…
here's the full exchange between employer and employee: http://74.125.77.132/search?q=cache:h1M0xdV67_EJ:pastebin.co...
I wouldn't be too quick to assume that bouncing around a lot will not have an adverse impact on your future ability to get hired for a good position - while it may not matter in some contexts, it definitely will for many jobs (including the best ones), where an employer will likely want to hire people who will stick and grow with the company. Repeated hires are a cost and a drain for companies, and employers will def…
I'm tempted to believe that companies that prefer long term employment are the ones that need to train employees for their specific needs. Companies that make use of transferable skills instead increase their chances of a new hire quickly picking up where the previous employee left. e.g. a web dev, in a FOSS shop that uses well known best practices.
read that tweet as free advice not to work for calacanis here's the full exchange between employer and employee: http://74.125.77.132/search?q=cache:h1M0xdV67_EJ:pastebin.co...
I don't necessarily disagree with the thesis of this post, but this seems a bit of a tangent. Was Calcanis really advocating the French model? More than likely he was just venting over high turnover.
Denmark is an interesting case study of this working very well to encourage a competitive economy. In Denmark it is extremely easy to fire people, but also very easy to hire people. This actually decreases unemployment, because companies can easily downsize during recessions, weather the storm, and then hire the workers back (unlike in the US where companies have to hang on to contracts while in a downturn). http://w…
http://www.npr.org/blogs/money/2010/01/podcast_the_awesomest...
http://www.npr.org/blogs/money/2010/01/podcast_tax_me_please...
I wouldn't be too quick to assume that bouncing around a lot will not have an adverse impact on your future ability to get hired for a good position - while it may not matter in some contexts, it definitely will for many jobs (including the best ones), where an employer will likely want to hire people who will stick and grow with the company. Repeated hires are a cost and a drain for companies, and employers will def…
The reason they frequently leave earlier is that they are unable to learn, grow and apply themselves at their present place of work, being in a situation where if they were to stay longer they'd be progressively less useful to employers. The reason younger employees sometimes within a year when they're not adequately mentored and instead keep being used _only_ for maintenance work rather than actual development.
Ultimately each hop, each earlier-than-desired departure does give you a better idea of what to look for in your next position (to avoid more hops). It's true that short stays close some doors, but in serious technology companies, hiring decisions for engineers are made by engineers. The hiring manager or company HR may ask you for an explanation of why you've left last several places (and confirm it by checking your references), but it's foolish to pass on a strong developer who made some career mistakes in favour of a weak, but "reliable" candidate. Companies that do so aren't the ones where I'd like to work in the first place.
The more significant risk to leaving early isn't the messed up resume, it's becoming too anxious and jaded, systematically leaving before being able to apply yourself (e.g., during the training process or when working on a starter project), unable to take advantage of mentoring available. Leaving a company with a steep learning curve within six months is foolish, but sticking around for another year when you haven't learned anything in the two years isn't wise either.
Technically I suppose I might be a "Gen Y" something-or-other, though at 33 I feel too old to be a "trophy kid". But I'm a firm believer in the idea that if you change companies frequently, but also get large, valuable projects done, it all evens out pretty well. Then again, perhaps that's just me rationalizing looking like a flake. Still, I'm a flake who has put together some good projects, and made some folks decen…
There's a lot of good reasons for people moving around, but I have to make absolutely certain that it's not a personality flaw that is in the candidate.
Note that if you've spent time as a contractor and have indicated that you're working on 12 - 24 month contracts, that's entirely different. Moving on wasn't completely your choice.
I wouldn't be too quick to assume that bouncing around a lot will not have an adverse impact on your future ability to get hired for a good position - while it may not matter in some contexts, it definitely will for many jobs (including the best ones), where an employer will likely want to hire people who will stick and grow with the company. Repeated hires are a cost and a drain for companies, and employers will def…
I'm tempted to believe that companies that prefer long term employment are the ones that need to train employees for their specific needs. Companies that make use of transferable skills instead increase their chances of a new hire quickly picking up where the previous employee left. e.g. a web dev, in a FOSS shop that uses well known best practices.
Candidates with short-term employment backgrounds aren't a problem, per se. We want you to be a long-term employee because you like it at our company and want to contribute to something meaningfully. We don't want to be a short-term paycheque job.
Technically I suppose I might be a "Gen Y" something-or-other, though at 33 I feel too old to be a "trophy kid". But I'm a firm believer in the idea that if you change companies frequently, but also get large, valuable projects done, it all evens out pretty well. Then again, perhaps that's just me rationalizing looking like a flake. Still, I'm a flake who has put together some good projects, and made some folks decen…
At 33 you're Gen X.