Posted by Damien Stork - Director
people management, recruitment, Talent management, talent retention
Posted on May 12th, 2011 at 3:04 pm

Changing employer every 1-2 years is so passé!

Remember when you used to receive CVs with candidates listing 20 year’s service at one company?  When loyalty to an employer was a key measure of a candidate’s values?  On one occasion (many years ago) I remember receiving a CV from a candidate who had spent 20 years at ICL and in fact presented his CV on ICL headed paper!  The problem was that this was now the late 90s and it had since become the norm to spend 18 months to three years with an employer before looking for the next move. Certainly any more than five years with one employer looked lazy!

Well perhaps things are about to come full circle.  The credit crunch made candidates cautious about moving job and as the global economy recovers, we don’t see the mass mobilisation in the candidate market place that many people expected.

Business has become global and skills are desperately scarce.  One of the results of this is that businesses are investing in Talent Management programmes that are global and very much future-focussed. Leading organisations are recruiting more and more on values and behaviours, investing large amounts of money in programmes that maximise internal mobility both sideways and upwards, and dreaming up more and more innovative ways of creating working environments that keep people in the business, whilst attracting the best of new talent.  If you are good, then you can almost map your own career path within one single organisation.

The result is that the best talent is really NOT on the move.  Jobs have become “partnerships” between employer and employee with clear mutual benefit, and with transformation ever-present the internal landscape for many employees is looking more and more exciting.

So if a candidate is looking to leave a growing or stable organisation after 2-3 years, then why?  Over the next few years it might not seem so crazy to view 10 years service as a sign of real quality.


  1. Hello,

    Interesting article, most of the current blogs on employee “loyalty” seem to be moving towards the idea of employees having less emotional ties to their leaders and the company cultures that they are embracing. It is important that leaders do look do their upmost to attract, and retain talent, and make every effort to develop that talent through investment in training or financial reward.

    If businesses are looking to recruit people who they see as their future leaders, then it is important go get an idea of that candidate’s values and behavioural charecteristics, as you rightly mention. #Behavioural Assessments offer managers a concise understanding of the work related needs and drives of an individual, to determine how they would perform in a specific role.

    Future focused talent management programmes, which are increasingly featuring scientific assessment tools, will ultimately assist managers boost the retention of their most talented people and hopefully strengthen loyalty and commitment of their employees!

Leave a Reply

Recent Posts