DOES JOB-HOPPING HELP OR HURT
YOUR CAREER?
The tenure tide is shifting, and more workers – especially those
from younger generations – see rewards in job-hopping, according
to new research from global staffing firm Robert Half. Fifty-seven
per cent of Canadian professionals polled think changing roles
every few years can be beneficial, with the biggest perk being a
higher salary. This marks a 14 per cent increase from a similar sur-vey
conducted four years ago.
Executives don’t necessarily agree. A separate survey of CFOs
found 59 per cent are not at all likely to hire a candidate with a
history of job-hopping because they want to avoid losing them in
the future.
When asked the number of role changes in 10 years that con-stitute
a job hopper, professionals said five and CFOs cited eight.
“While job-hopping can have short-term advantages, many
employers are cautious when considering candidates who make
frequent moves,” said Greg Scileppi, president of Robert Half,
International Staffing Operations. “Before jumping to a new posi-tion,
ensure you’ve made the most of growth opportunities in your
current role and seek an outside opinion to weigh the impact a
change may have on long-term career prospects.”
Companies struggling with turnover need to make retention
a priority.
“Employee satisfaction must be fundamental to your business,”
said Scileppi. “Establish your company as a great place to work
through tailored career development programs, a robust and com-petitive
benefits package and an engaging corporate culture that
supports employee success and commitment.”
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CANADIAN EMPLOYERS ARE PREPARING FOR
INCREASES IN EMPLOYEE MEDICAL LEAVES
Due to Canada’s aging workforce and greater awareness surround-ing
mental health, Canadian employers are expecting an increase
in employee medical leaves. A recent Conference Board of Canada
survey finds Canadian employers are already preparing for the
increases, with 63 per cent of employers currently offering formal
stay-at-work programs to assist employees experiencing mental
health challenges or chronic illness.
“Preventing illness and injury and promoting employee well-being
are of critical importance to employers, but not all illness
and injury can be prevented,” said Allison Cowan, director of total
rewards and workplace health research at The Conference Board
of Canada. “A large majority of Canadian employers recognize
that absence and disability management programming is part of
an effective overall organizational health management strategy.”
The health conditions employers believe are the most likely to
cause increases in medical leaves include a mental health issue or
illness (42 per cent), cancer (15 per cent) and a musculoskeletal
issue or injury (13 per cent). Employers are prioritizing programs
that can accommodate employees facing such health challenges
and have them remain in gainful, productive and rewarding work.
These stay-at-work programs include a variety of options such as
flexible work hours or modified duties (95 per cent of employers),
offer of a different job (62 per cent) and telework (59 per cent).
Staying at work may not always be possible, so return-to-work
programs are essential for those employees requiring a medical
leave. These programs provide the necessary accommodations to
help employees with mental and physical health challenges return
NejroN / 123RF Stock Photo
A LARGE MAJORITY OF
CANADIAN EMPLOYERS
RECOGNIZE THAT ABSENCE
AND DISABILITY MANAGEMENT
PROGRAMMING IS PART
OF AN EFFECTIVE OVERALL
ORGANIZATIONAL HEALTH
MANAGEMENT STRATEGY.
– ALLISON COWAN, CONFERENCE BOARD OF CANADA
HRPROFESSIONALNOW.CA ❚ MAY 2018 ❚ 11