Poor tenure records hurt candidates in CFOs' eyes
Chronic job hoppers may put themselves out of the running for job opportunities, a new survey of chief financial officers (CFOs) suggests. Eighty-eight per cent of CFOs polled said the length of time a candidate has spent with previous employers is an important factor when evaluating that person for a position within their company.
The survey of 270 Canadian CFOs by Robert Half Finance and Accounting, a financial recruitment service, asked, "How important a factor is the length of time a job candidate has spent with previous employers when evaluating the applicant for a position with your company?"
Tenure was reported as very important to 43 per cent of respondents and 45 per cent felt it was somewhat important. Only eight per cent of CFOs surveyed said it wasn’t important. Four per cent didn’t know or had no answer.
The survey results will come as no surprise to HR professionals, who themselves are often suspicious of candidates who have held many positions in a short period of time. But perhaps the results are worth a second glance.
Max Messmer, chair and CEO of Robert Half, noted that many job changes stem from a desire for greater challenges. So perhaps the key message for HR professionals is retention. Rather than letting existing employees slip through the company net to join the ranks of the job hoppers, high potential employees should be encouraged to seek opportunities within their own companies first.
"Hiring managers place a high value on employee loyalty, in part because it is so difficult to replace top performers," said Messmer.
"Supervisors are typically receptive to matching valued staff members with assignments that allow them to expand their skills and grow."
The survey of 270 Canadian CFOs by Robert Half Finance and Accounting, a financial recruitment service, asked, "How important a factor is the length of time a job candidate has spent with previous employers when evaluating the applicant for a position with your company?"
Tenure was reported as very important to 43 per cent of respondents and 45 per cent felt it was somewhat important. Only eight per cent of CFOs surveyed said it wasn’t important. Four per cent didn’t know or had no answer.
The survey results will come as no surprise to HR professionals, who themselves are often suspicious of candidates who have held many positions in a short period of time. But perhaps the results are worth a second glance.
Max Messmer, chair and CEO of Robert Half, noted that many job changes stem from a desire for greater challenges. So perhaps the key message for HR professionals is retention. Rather than letting existing employees slip through the company net to join the ranks of the job hoppers, high potential employees should be encouraged to seek opportunities within their own companies first.
"Hiring managers place a high value on employee loyalty, in part because it is so difficult to replace top performers," said Messmer.
"Supervisors are typically receptive to matching valued staff members with assignments that allow them to expand their skills and grow."
