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This totally depend upon the position i am hiring for
some time first option of Quick and diverse person is better but in some cases stable person plays important roles.
it all depends on the position.for support or back office positions i would choose the more stable candidate.
for sales and marketing i preferre someone with a diverse and wide experience ,having moved around too many times is ok for me as most sales/marketing associates i had left after a year to a year and a half.
when i hire i always understand the lifecycle of the position,in sales the benefits we get from a candidate will not surpass the18 months, meaning he will not have more to add as value after his18 months in the position.
and that is why in sales the lifecycle is short and has a higher turnover than other positions.
i always hire based on lifecycle of benefits i can get from the candidate.i always measure the added value of the candidate to the position.
as soon as i see he is in the decline stage i always be prepared for a sudden replacement.
Some body who moves quickly may be of two categories -
1. Great performer who get no recognition or less opportunities for growth - If organization is looking for person who can turnaround the function and deliver breakthrough results, these are people right fit for this, if you can provide challenging work profile. They enjoy working on new things. But be prepared for his resignation if work is not to their expectation or if you are not able to give right growth for them.
2. Non performer - You should be able to identify them easily. If they are frank enough and you feel their expertise better suits your work, you can recruit them. (They may be looking for right place where they can employ their skills)
3. Wrong recruitment - Persons who join a company and realize that is not the work profile they were looking for, will change their job. If you see a talent in him which suits your work profile, you can rectruit him.
People who stay for long - Where skill plays a role and difficult to find candidates, look for people who has talent for the role and are stable for long duration.
At last, if you can identify candidates who has the aptitude and attitude which is needed for the job, recruit them......
Short periods in previous jobs indicates a possible problem. I will start with ones whom don't have this problem If I have the choice. If I dont, I will explore the reasons behind this issue during the interviewes and proceed accordingly.
I will use Stability and wide experience to prioritize prospects whom satisfy the critera defined in the gob description and personal speciciation for the job in question.
I would say, recruitment should be based on the person’s attitude and knowledge.
Someone will move quickly only if he is recruited by another employer with more benifits.
As per my understanding, only two category people stay long.1) People satisfied with the managements treatment 2) People who are less confident about themselves.
Someone who moves quickly. Because the world is dynamic and is constantly changes, our skills always need to be improved and new skills added. Especially in the technology world we live in. This is why if someone is flexible and adaptable thenhe or she is preferred over someone who is "stable".
i'l say the former.get him to stay with the organization longer.his knowledge & experiances in wide areas will come in handy..everything connects,..
We do look for quality candidates who have enough experience in related field but for those candidates who are job hopper and didn’t continue the job for few decent years are considered as question mark. There are few individual whom I know who just switched the job for bit salary difference or designation and this shows their inconsistency with any employer and we too cannot rely on them.
ACTUALLY THE RECRUITMENT PROCESS OF HR IS DIVERSIFIED AND UPTO THE MARK AND GIVE FRINGE BENEFITS FOR YOU AND YOUR FAMILY AS WELL UPTO MATURITY OF60YEARS PLAN . AFTER THIS HE WILL THEN HE CONTINUE OTHER IWSE PENSION OK
Stable employee is better than fast moving employee. If we recruit anyone, we assess the retention level of employees. We search employees fit for the team, fit for the position and fit for the organization.
