Is the Tenure "Good"?

Detoxify Success

“Too hoppy”

“Not much stability”

“We want to see 5 years at each company, no less”

These are all things I’ve heard from hiring managers in my time as a recruiter. I’ve been recruiting for a good while now so I’ve worked on a lot of searches - whether it’s property management, homebuilding, civil, mechanical, etc. 

I am contingency based. That means I don’t get paid unless the company hires one of my candidates. And the companies I work with are expecting candidates that have experience in their markets. Makes sense.

But, the thought that the longer the tenure, the more loyal the employee, and the longer they’ll stay at the new company…does that still make sense?

Maybe not.

Over the past 5 years we’ve seen the short and long term impacts of COVID:

-Projects paused or cancelled causing layoffs in the AEC space

-Lots of downsizing leading to fuller plates for leadership and mid level employees

-Material prices increased

-More difficulty securing financing for projects

-Companies boasting about pipeline in interviews just for the employee to see a different picture once in the office

These impacts have made it harder for job seekers and it’s made it harder for a lot of people to stay in jobs as long as they would have liked. It’s a problem for everyone. Some companies have managed to thrive by adapting to the changes while others stuck with what they knew. The old ways have not panned out well for everyone.

What am I getting at? There’s a lot of new and moving variables impacting prospective employees’ tenure that are outside of the candidate’s control. I encourage hiring managers to have an open mind when starting a search. What I’m seeing is that it usually yields great results for both sides.

So, before judging a candidate’s tenure after three to six months unemployed in a dryer market, let’s give them the benefit of the doubt. And, a tip for the candidates: I’ve seen a lot of value in providing reasons for leaving on a resume-it paints a clearer picture for the hiring manager so they don’t have to wonder so much. 

Sami’s take

Perhaps someone who stays in a job for years and years is loyal, hardworking, and someone who’s willing to stick it out for the long haul. They could be all those amazing things. They really could. Or…. maybe, they just don’t know their own value.

The US work economy has historically prioritized the “company”, always searching for employees who can best serve the beast. But, as we’re finding out more and more, that model is failing us all. Now more than ever we’re seeing employees who understand most companies can only thrive because individuals decide to show up for work every day. The “people” are quickly becoming the new beast and they need feeding. So, what does that look like on a resume?

Well, it could look like a person who jumps around a lot, a.k.a., someone willing to walk away from a bad situation- someone willing to fill their needs to the best of their abilities and who wants to ensure quality output in their role. That’s not always easy to do, but that’s also a person worth trying out. Be honest, as employers, how many of these possible candidates have you let slip through the cracks recently?

As we all do, employers have to adjust to the changing tides. Employees aren’t searching for the American Dream anymore. Most of us know that dream died long before the younger ones of us ever had a chance at reaching for it. There’s no need to mourn, though, we have a new dream! The dream is waking up after 8 am, taking long leisurely lunches, getting home before 5 pm, having Friday’s off and, what the hell, Monday too, and a minimum of four weeks paid vacation plus unlimited sick time and extended leave with job security for all new parents. Oh, and health care? We don’t want that attached to employment anymore; we know it can be free.

Other countries seem to manage this just fine and we’re starting to figure out it’s up to the people to make it happen. And that’s exactly what we’re doing.

I know what some of you might be feeling, “That’s a lot to ask for! Companies can’t possibly handle all that. How is that ideal for the employer?”

Well, my take is that what's best for the people is now the only thing that’s good for the employer. If our old model still worked for our ecosystem to thrive then it’d be thriving right now. Since it’s not, that’s our clue we need a change. Businesses can’t continue to run like they did in the past. Failure to adapt is usually the last mistake a company makes before closing for good. It’s time employers lean into the future to see how valuing their employees properly for the massive contributions they make to the system is the best way to sustainably grow in our changing world. 

That means listen to that candidate when they say why they jumped around from job to job the last few years- what mistakes did their past employers make to make them leave? Maybe they didn’t make any mistakes but rather the candidate knew how to recognize they just weren’t the right fit for the role. Isn’t it better to find out sooner rather than spend months or years with an employee who can’t perform at their best or even close to their best?

We are moving into an era of quality and integrity. In this era we value honesty, balance, sustainability, and health. That means we address issues right away, we don’t avoid our pain points, we leave room for nuance and understanding, and we don’t assume things about one another, but rather check in and offer true support. 

This transition may not be smooth for us all, but if you’ve checked the waters recently, you can see this coming. How are you contributing to these changes? How adaptable have you been? Do you have what it takes to survive this new wave?

Let us know your thoughts.