Recruiter Anastasia Andrushchenko refused the candidate, who often changed his place of work and did not stay in the last positions for a long time.
Recruiter Anastasia Andrushchenko refused the candidate, who often changed his place of work and did not stay in the last positions for a long time.
And although the reason for the rejection was not only this, but also, first of all, experience irrelevant to the vacancy and rather rude behavior during communication with her, the recruiter still received a significant share of critical feedback from the IT community.
«The candidate responds to the vacancy. The last job was for two months, before that for five months and before that two jobs for three months each, the duties are not listed, and the positions are not relevant to my vacancy. I write that he jumps from place to place and we do not consider such candidates. I get the answer: that’s what interviews are for, just in case HR has dyslexia and can’t read a resume properly», — she said about this case on her LinkedIn page.
According to Anastasia Andrushchenko, using this example, she understood why many of her colleagues reject candidates with template letters, instead of informing the reason for the rejection on the resume.
At the same time, a large part of the IT community in the comments focused specifically on the fact of rejection due to the fact that the candidate often changed employers, and not on other factors in her decision.
«At least a person writes the truth. Don’t let it look attractive on your resume. But at least the candidate deserves to talk», — says Senior Quality Assurance Engineer Kateryna Krolevetska.
Developer Maria Kravets claims that there are often no long-term projects on the market now.
«Instead, there are short-term ones, or the customers suddenly run out of money to develop the project (and such a situation can be found very, very often now), or the customers suddenly decide to fire a person for no particular reason (because she did not work 24/7 and did not perform accordingly). Yes, jumping from project to project every time after several months of work looks very ordinary in the eyes of a recruiter or employer, but the current realities in the IT market are very harsh and sad, so situations become extremely sad and not always due to the fault of the employee. And it’s easy to reject a candidate because of such jumps, without even talking to the candidate, when you yourself have a job and don’t need to carve out a place for yourself in receiving an offer», — she expressed her opinion.
Head of SEO Ivan Kirsanov also does not consider the very fact of frequent job changes to be a negative characteristic for the candidate.
«Different things happen. Especially now! There are a lot of companies where at first everything is nice and beautiful, and after a month of the trial period they take out a spoon and start eating brains», — he claims.
Software Engineer Kostiantyn Salnikov shared his experience of a similar plan, although he pointed out the nuances.
«When I worked in the R&D team, projects lasted for 3 months (when architecture, POC/MVP, documentation were made and then transferred to other teams). But, of course, such experience should be specified in detail, and what exactly was carried out during that period should be well described», — believes he.
Analyst Maryna M. is generally convinced that it is normal to change jobs after three or four months if certain conditions are not suitable or if you do not find yourself in the team.
«I respect those who are looking for a better job and are not afraid to change their place every three months. 3-4 months is just the time for which you can understand whether you like it or not. But recruiters like to immediately attach the label: „popper“. Unfortunately», — she shared.
