Executive Search and Loyalty in the Workplace

Business people shaking hands, finishing up

Speaking to both employers and employees a leading headhunter’s inquiry revealed some very interesting information about the South African job market and what the advantages and disadvantages are of changing jobs.

The Facts about the South African Job Market

We Live in a Global Village:

We currently live in a global village where excellence and competition decide the staying power of organisations in the market place. Skills are also in short supply in various sectors in South Africa which means that sometimes a high premium will be paid for the acquisition of certain skills to ensure continuity, production and the attainment or acquisition of market position.

Executive Search Firms are aware of this need and will go to all lengths to seek out talent and present it to the highest bidder across countries and industry sectors.

A Wide Scope of Job Possibilities:

Today employees are spoilt for choice; there are an unlimited number of choices in various industry sectors, government non-government organisations etc. offering a wide scope of job possibilities which prospective employees can take on.

The advent of employment equity in South Africa, scarce resources etc, have also added complexity to the mixture with some racial grouping being more sought after than others not only because of their technical competency but mainly to fulfill a legislated requirement. The question perhaps should be how this affects both the individual and industry, what are the advantages and disadvantages that one should look at when considering making a career change.

It is the time of the Y-generation:

It is acknowledged that the Y generation is by nature more prone to move quicker that their older counterparts. Whilst it not advisable for one to remain in employment where there is no longer any motivation to remain but being employed should apply to how this benefits them or can work against them.

Typically employees and Executive recruitment agents would advocate that employees remain in employment for between 3-5 years where it is believed that they can both add value and learn from the environment. Trends indicate that the Y generation can sometimes move from between 6 months to 2 years.

The Advantages and Disadvantages of Shorter Job Tenures

Executive search firms cannot guarantee a longer commitment by an incumbent rather to highlight both the advantages and disadvantages of the practice so that both parties are aware and can prepare for its occurrence.

Advantages to a Shorter Stay in an Organization / Company:

  • Employees can learn and grow from a diverse exposure in various sectors and organizations.
  • Employers also have a fresh injection of personnel who bring new thinking and approach to work.
  • Early departure reduces the need for employers to retrench employees who otherwise would have been inefficient.
  • Employees do not need to stay in an environment that they realize is not fulfilling or could have been misrepresented in the Executive recruitment process.

Disadvantages of Changing Jobs Too Often:

  • Individuals who move too quickly from one employer, develop a reputation for being unstable and therefore not dependable.
  •  Headhunters calculate that it would take an individual about a year to make up the expense incurred in recruiting them, including their salary before they can really add value. Should the employee leave before this period, these amounts to a loss to the company.
  • Companies often have a good retention strategy to ensure that top talent they have recruited and trained remains in the organisation. Early departure could test its suitability and the recruitment process.
  • Industry skills and knowledge are not effectively entrenched to the benefit of organisation.

If you are looking to explore a new position and would like to speak to one of our consultant, please forward us your CV.

2019-10-10T07:52:33+00:00 Executive Search|