Over the many years interviewing candidates I have noticed quite a drastic change in their CVs, especially with those aged between 20 and 30, today known as the ‘millennials’.

I do not have anything against a candidate who at a young age wishes to experience different jobs.  In actual fact, since the opportunity is there, why not? However, at some point in one’s life, we all need to decide what direction we would like to take and if the opportunity is there for one to progress further in the chosen profession, then one should take the decision and focus on that particular career path chosen.

Going through the CV of a 35-year-old who has changed jobs eight times in a span of around 10 years does not leave a good impression. It is obviously clear that the candidate still has not found their dream job at the age of 35 and, unless they take that difficult decision to focus on a desired industry, it will be difficult for an employer to consider them for a possible vacancy.

During my interview process with a candidate, I always try to be as honest and open as possible, as I feel it is also my duty to give advice to the candidate and guide them whenever possible. This is not always possible, as some candidates are simply stubborn, and this unfortunately creates an awkward situation.

At times, when I ask how come a candidate has applied for a particular job, one of the reasons I am given is simply: “I have had enough of my manager” or “I do not see eye to eye with my boss”.  When I am given such replies, I usually suggest that they ask for a one-to-one meeting and express with their boss or manager in a positive yet clear manager what they are feeling.

Going through the CV of a 35-year-old who has changed jobs eight times in 10 years does not leave a good impression

They also need to keep an open mind and not just criticise the way things are being handled within the company but should also be willing to offer suggestions that could be considered by management.  Should nothing change for the better, say within three or four months down the line, then yes, it would be time to consider changing job, but only then. Candidates who have gone through this process have, in many cases, come back with positive feedback. In some cases they were also commended by their employers for coming out with suggestions and ideas.

Regrettably, this is not always the case with most candidates and it is easier to just look for something else. Unfortunately, young people today are impatient and at times just want instant gratification. They find it difficult to handle stressful situations and rather than look at the case as a challenge, they simply look for an alternative.

The interview

When a candidate takes the decision to look for alternative employment, once asked to go to the interview, it is very important to ask questions, such as what the prospects of progressing further within the company are, what the long-term goals of the company are or would the company be willing to offer internal or external training?

Such questions will not only help in deciding whether to take up the job or not but will also show the interviewer that the candidate is looking for long-term employment. Further research such as checking the financial viability of the company should also be conducted. This information is easily available at the Malta Financial Services Authority and it only costs a few euros to download such information.

Employers and wage increases

Part of my responsibility as a recruiter is to advise and assist candidates. On the other hand, I also give guidance to companies when they approach us for services. The employment situation in Malta today is very much ‘a demand-for-candidates-is-much-higher-than-the-supply’ situation in all sectors. This means that companies need to do more to retain their good employees.

They need to be proactive and give good employees incentives for them not to look elsewhere for a job. I have come across too many situations where candidates were only offered a wage increase when handing in their resignation.

In some cases it may work; however, in other cases it may be too late to retain the employee. Once the employee leaves, there are costs of starting recruitment and training costs once again and the possibility of the new employee who may not live up to the expectations of their predecessor.

For more information, watch a 15-minute interview on Youtube called ‘Millennials in the workplace’. This could offer insight into the general situation we are facing today at the workplace.

John Paris is a recruitment consultant specialising in financial services at Vacancy Centre.

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