Podcasts about job hopping

Geschätzte Lesedauer: 11 Minuten Hand aufs Herz: Wenn du in deiner letzten Stellenanzeige „mindestens zehn Jahre Branchenerfahrung" gefordert hast, dann hast du auf eines der schlechtesten Kriterien gesetzt, die die Forschung kennt. Klingt hart? Ist aber so. Wenn du im Vertrieb Vertriebsmitarbeiter einstellen willst, die wirklich performen, musst du dich von ein paar lieb gewonnenen Annahmen verabschieden. Denn die Kriterien, auf die wir im Recruiting am häufigsten filtern, sind nach vier Jahrzehnten Forschung genau die mit der schwächsten Treffsicherheit. In diesem Beitrag zeige ich dir, wie du einen Recruiting-Prozess auf Basis echter Daten aufbaust – kein Bauchgefühl, keine Bro-Science, sondern das, was die Wissenschaft wirklich misst. Du erfährst, welche Auswahl-Werkzeuge funktionieren, warum der laute Verkäufer ein Mythos ist und wie du deine Fehlerquote von rund 40 % auf unter 10 % drückst. Warum die meisten beim Vertriebsmitarbeiter einstellen die falschen Kriterien nutzen Das teure Missverständnis Ich werde immer öfter gefragt: „Chris, schau dir mal unseren Recruiting-Prozess an, wir stellen ständig die Falschen ein." Und fast immer sehe ich dasselbe Muster – es werden die falschen Methoden genutzt. Berufserfahrung, Studienabschluss, ein nettes Gespräch nach Sympathie. Das fühlt sich sicher an, hat aber mit der Vorhersage von Vertriebserfolg wenig zu tun. Warum sich der Irrtum so hartnäckig hält Diese Kriterien wirken plausibel. Niemand wird gefeuert, weil er einen Kandidaten mit zehn Jahren Branchenerfahrung eingestellt hat. Genau deshalb hält sich der Irrtum so hartnäckig. Wer aber wirklich gute Vertriebsmitarbeiter einstellen will, muss aufhören, auf das zu filtern, was sich gut anfühlt – und anfangen, auf das zu setzen, was nachweislich funktioniert. Gutes Vertriebsrecruiting ist keine exakte Wissenschaft, aber es gibt sehr viel belegtes Wissen, das die meisten schlicht übergehen. Vertriebsmitarbeiter einstellen: Was eine Korrelation wirklich aussagt Zwei Beispiele zum Einordnen Damit du die folgenden Zahlen einordnen kannst, ein kurzer Methoden-Check. Wir sprechen von Korrelationen. Eine Korrelation liegt zwischen 0 und 1: Null heißt kein Zusammenhang, eins heißt perfekte Vorhersage. In der Personalauswahl kommst du praktisch nie über 0,60 – und das nur, wenn du die richtigen Methoden klug kombinierst. Die Korrelation zwischen regelmäßiger Aspirin-Einnahme und einem geringeren Herzinfarktrisiko liegt bei rund 0,03 – und rettet trotzdem Millionen Leben. Rauchen und Lungenkrebs hängen mit etwa 0,40 zusammen. Das ist die größte einzelne Risikoursache, die wir kennen. Eine 0,40 klingt also mickrig, ist in Wahrheit aber ein sehr starker Effekt. Die Faustregel-Skala für die Treffsicherheit Praktisch heißt das: Bei einem Wert von 0,40 hast du in einem Team von 20 Leuten statt drei oder vier Fehlbesetzungen nur noch ein oder zwei. Über drei Jahre gerechnet sind das Hunderttausende Euro Unterschied. Als grobe Orientierung gilt: unter 0,10 ist statistisch wertlos, 0,10 bis 0,20 ist schwach, 0,20 bis 0,35 ist praktisch relevant, 0,35 bis 0,50 ist sehr gut für ein einzelnes Werkzeug – und alles über 0,50 erreichst du nur durch Kombination. Vertriebsrecruiting: Welche Auswahl-Werkzeuge funktionieren Seit über 40 Jahren untersucht die Forschung, wie gut einzelne Auswahl-Werkzeuge Berufserfolg vorhersagen. Wenn du dir die Werte ansiehst, ergibt sich eine klare Rangfolge – und sie widerspricht ziemlich genau dem, was im Mittelstand üblich ist. Wer datenbasiert Vertriebsmitarbeiter einstellen will, sollte diese Reihenfolge kennen. Strukturierte Interviews schlagen das Bauchgefühl Strukturierte Interviews – also Gespräche, bei denen du vorher genau festlegst, welche Fragen du stellst und welche Antworten gut oder schlecht sind – kommen auf einen Wert von 0,42. Unstrukturierte Interviews, das, was du typischerweise siehst, liegen nur bei 0,19. Allein die Struktur verdoppelt also die Treffsicherheit deines Interviews. Das muss man sich auf der Zunge zergehen lassen – und kaum jemand macht es. Arbeitsproben liegen bei 0,33, kognitive Leistung bei rund 0,31, Wissens-Tests bei 0,40. Berufsjahre und Abschlüsse sind fast wertlos Und jetzt der unbequeme Teil: Berufsjahre haben einen Wert von 0,09, Ausbildungsjahre von 0,10 – also quasi nutzlos für die Vorhersage von Vertriebserfolg. Handschrift-Gutachten kommen auf 0,02, das ist reines Voodoo. Wenn deine Ausschreibung Berufsjahre fordert und dein Interview unstrukturiert verläuft, setzt du auf zwei Kriterien zwischen 0,09 und 0,19. Das ist statistisch fast Würfeln. Werkzeuge kombinieren: Von 40 % auf unter 10 % Fehleinstellungen Jetzt kommt der spannendste Hebel. Wenn du die richtigen Werkzeuge kombinierst, kannst du die Treffsicherheit nochmal verdoppeln. Wichtig: Du zählst die Werte nicht einfach zusammen. Ein strukturiertes Interview (0,42) plus eine Arbeitsprobe (0,33) ergibt nicht 0,75. Denn jedes Werkzeug erfasst einen anderen Teil der Leistung. Warum sich gute Kombinationen ergänzen Zwei Verfahren, die Verschiedenes messen, ergänzen sich – zwei, die das Gleiche messen, bringen nichts. Ein kognitiver Test plus ein strukturiertes Interview treibt die Treffsicherheit auf etwa 0,63. Für den Vertrieb ist die stärkste Kombination: strukturiertes Interview plus Arbeitsprobe plus geprüfte Past Performance. Damit landest du bei 0,60 bis 0,65. Nimmst du für die Finalisten noch einen Persönlichkeitstest dazu, kommst du fast auf 0,68. Über 0,70 schaffst du selbst mit sechs Werkzeugen kaum – das ist die theoretische Decke. Was das für deine Fehlerquote bedeutet Übersetzt in die Praxis heißt das: Im klassischen Verfahren liegt deine „Luftpumpen-Quote", also das Risiko einer Fehleinstellung, bei rund 42 %. Fast jeder Zweite daneben. Mit der Maximalkombination sinkt sie auf 8 bis 10 %. Du kommst also von einer Fehlerquote von 40 % auf unter 10 %. Darüber muss man eigentlich nicht mehr reden. Kein Prozess liefert 100 % Sicherheit – aber wer die richtigen Werkzeuge kombiniert, ärgert sich nicht über die übrigen 10 %, sondern vermeidet die teuren 30 % dazwischen. Die Überraschung: Der laute Verkäufer ist ein Mythos Ambivertierte gewinnen Speziell für den Vertrieb gibt es einen Befund, der viele überrascht. Es hält sich die Annahme: je extrovertierter, desto besser der Verkäufer. Falsch. Studien zeigen, dass die besonders Extrovertierten nicht besonders gut verkaufen – aber die ganz Introvertierten eben auch nicht. Am erfolgreichsten sind die in der Mitte: die Ambivertierten, die je nach Situation zwischen offensiv und ruhig wählen können. Was wirklich zählt: Achievement Drive Der klassische Dampfplauderer ist also nicht dein Top-Performer. Im Interview gewinnt er trotzdem oft, weil er redegewandt ist – und genau hier liegen viele falsch. Der stärkste Faktor ist nicht Lautstärke, sondern Achievement Drive: das Leistungsstreben, der Wille zu gewinnen. Und das ist oft leise. Past Sales Performance allein hat übrigens einen Wert von rund 0,50 – der stärkste einzelne Faktor überhaupt. Wer das ernst nimmt, wird beim Vertriebsmitarbeiter einstellen nie wieder auf den lautesten Bewerber hereinfallen. Die Asymmetrie der Trainierbarkeit: selektiere DNA, trainiere Skill Was schnell lernbar ist – und was nicht Hier kommt der vielleicht wichtigste Denkfehler, den du vermeiden musst. Ja, im Prinzip kann man alles lernen. Aber der Trainingsertrag ist sehr verschieden. Skills und Wissen – eine SPIN-Selling-Methode, MEDDIC, ein CRM, dein Produktwissen – hat ein cleverer Verkäufer in Wochen bis Monaten drauf. Das ist mir bei der Auswahl deshalb ziemlich egal. Die rationale Strategie beim Vertriebsmitarbeiter einstellen Persönlichkeit dagegen verschiebt sich nur über Jahre. Achievement Drive, Frustrationstoleranz, intellektuelle Neugier – das bringst du jemandem im Onboarding nicht bei. Daraus folgt die einzig rationale Strategie, wenn du Vertriebsmitarbeiter einstellen willst: Selektiere auf das Stabile, trainiere das Veränderbare. Wer das Leistungsstreben nicht mitbringt, lernt es bei dir nicht mehr. Wer das Branchenvokabular nicht kennt, lernt es in drei Monaten. Die zwei häufigsten Fehler beim Vertriebsmitarbeiter einstellen Fehler 1: Der Fachexperte ohne Vertriebs-Ader Beide klassischen Fehler haben dieselbe Wurzel: Risiko meiden statt sauber prüfen. Der erste Fehler ist der Fachexperte ohne Vertriebs-Ader – der Servicetechniker oder Anwendungsingenieur, der zum Verkäufer gemacht wird. Fachlich top zu sein erhöht die Chance, vertrieblich zu performen, schlicht nicht. Nach 20 Jahren in der fachlichen Beratung ist der Komfort in dieser Rolle kein Trainingsthema mehr. Fehler 2: Der Abschluss-Crack ohne Produkt-Interesse Der zweite Fehler ist das Spiegelbild: der abschlussstarke Sales-Crack ohne echtes Interesse am Produkt. Im Gespräch fragt er nur nach Provision, Gebiet und Tools – nie nach der Lösung. Im komplexen, beratungsintensiven Vertrieb wird der nie glaubwürdig als Experte auftreten. Der Branchenkenner fühlt sich sicher, weil seine Etikette stimmt. Der laute Verkäufer fühlt sich sicher, weil er Gespräche gewinnt. Beide sagen wenig über echte Leistung aus. Der Adjacent Industry Hire: die Lösung für den Bewerbermangel Adjazenz schlägt Branchenetikett Was tust du stattdessen? Du holst dir jemanden, der die Grundeigenschaften eines guten Verkäufers schon mitbringt – aus einer verwandten Branche. Das nennt sich Adjacent Industry Hire und ist sogar wissenschaftlich untersucht. Beispiele: ein SaaS-Vertriebler ins ERP-Geschäft, ein Industrieautomatisierer in die Robotik, jemand aus der Spezialchemie in den Bereich Coatings. Worauf es wirklich ankommt Entscheidend ist nicht die Branche selbst, sondern die Nähe von vier Dingen: Buyer-Persona, Sales-Cycle-Länge, Komplexität des Verkaufs und Entscheidungsstruktur. Wer mit ähnlichen Ansprechpartnern, in einem ähnlichen Zyklus und einer vergleichbaren Komplexität gearbeitet hat, bringt 100 % des Skills mit und braucht nur drei Monate für die Domain Fluency. „Zehn Jahre Branchenerfahrung" ist eben kein Eignungskriterium – es ist die Risiko-Versicherung des Recruiters, auf Kosten der Vertriebsleistung. Wann Fachwissen doch vor Sales-DNA geht Der Lackmustest für deine Rolle Damit ich ehrlich bleibe: Es gibt Fälle, in denen das Fachwissen wirklich vorgeht. Das gilt in hochregulierten, hochtechnischen Feldern – Pharma, Medical Devices, Halbleiter, Spezialchemie, Aerospace oder hochregulierte Cybersecurity. Der Lackmustest ist einfach: Hältst du das Erstgespräch ohne tiefes Fachwissen fünf Minuten durch, oder bist du sofort raus? Drei Lösungen für hochtechnische Rollen Nimm die OP-Technik: Wer nicht mitreden kann, wenn der Chirurg zur Sache kommt, bekommt keinen zweiten Termin. In solchen Fällen hast du drei Optionen: den seltenen Hybrid (teuer und schwer zu finden), den klassischen technischen Verkäufer mit Sales-Basis oder ein Tandem aus Verkäufer und Sales Engineer. Die Frage ist nie pauschal Fach oder Skill, sondern: Wie hoch ist die fachliche Hürde ins Erstgespräch dieser konkreten Rolle? So bildest du das richtige Anforderungsprofil Bevor du den ersten Lebenslauf liest, musst du wissen, wonach du suchst. Und zwar nicht aus dem Profil des – vielleicht mittelmäßigen – Vorgängers und nicht aus einer kopierten Stellenanzeige. Die saubere Methode heißt Anforderungsanalyse: Du leitest die Kriterien aus der Leistung deiner echten Top-Performer ab. In fünf Schritten zum richtigen Anforderungsprofil In fünf Schritten zu einem Anforderungsprofil, das wirklich auf Vertriebserfolg setzt – statt den nächsten Klon des Vorgängers zu suchen. Top-Performer analysieren Geh nicht von der Rolle aus, sondern von den Menschen, die heute oben performen. Was haben sie in Werdegang, Arbeitsstil und Persönlichkeit gemeinsam? Interviewe sie zu ihren besten Deals. Die Rolle entlang vier Achsen abklopfen Sales-Cycle-Länge, Komplexität (Einzelentscheider vs. Buying Center), Akquise- vs. Bestandsanteil und Beratungstiefe. Daraus ergibt sich deine Buyer-Persona. Strategisch vorausschauen Wo geht die Rolle in zwei bis drei Jahren hin? Welche Skills werden vom Nice-to-Have zur Pflicht? Definiere nicht die Rolle von gestern. Must-Have von Nice-to-Have trennen Maximal drei bis fünf Must-Haves – und zwar alles, was kaum trainierbar ist: Achievement Drive, Frustrationstoleranz, Neugier, Past Performance. Produktwissen und CRM sind Nice-to-Have. In messbare CV-Signale übersetzen Aus „Achievement Drive" wird „belegte Quoten-Übererfüllung in zwei der letzten drei Jahre". Lege pro Signal einen klaren Schwellenwert fest. Anforderungsprofil ist nicht gleich Stellenbeschreibung Mehr als fünf Anforderungen brauchst du nicht – Studien zeigen, dass Bewerber ohnehin nur rund fünf Kriterien wirklich wahrnehmen. Das Anforderungsprofil ist nicht die Stellenbeschreibung. Die Stellenbeschreibung ist Werbung. Das Anforderungsprofil sagt, was jemand können muss, um in der Rolle erfolgreich zu sein. Zwei verschiedene Dokumente. Was im Lebenslauf wirklich zählt Wenn du Vertriebsmitarbeiter einstellen willst, ist der Lebenslauf kein Vorhersage-Werkzeug. Er ist ein Filter, der die Falschen aussortiert. Lies ihn rückwärts – fang bei der letzten Leistungs-Zahl an. Im CV zählen Zahlen, nicht Adjektive. Harte Signale: worauf du achtest Harte Signale sind: konkrete Quoten-Erreichung in Prozent („120 % der Quote in 2023"), ein Ranking im Team („Top 3 von 40"), bezifferte Deal-Größen und Cycle-Komplexität sowie Beförderungen innerhalb des Unternehmens. Red Flags: was dich stoppen sollte Red Flags sind: „verantwortlich für" statt „erreicht", Worthülsen wie „strategischer Vertriebsansatz" ohne Zahlen und Job-Hopping unter 18 Monaten pro Station ohne erkennbaren Grund. Die unbequeme Wahrheit: In den meisten deutschen Lebensläufen stehen die entscheidenden Zahlen gar nicht. Deshalb filterst du beim CV nur grob vor – und holst die fehlenden Fakten im Telefon-Pre-Screening. Verkäufer ohne Zahlen im CV haben entweder keine, schlechte – oder sie wissen nicht, dass Zahlen das Einzige sind, was im Vertriebs-CV zählt. Vertriebsrecruiting-Prozess: vom CV bis zum Onboarding Kriterien allein nützen nichts ohne Prozess. Wer 80 Lebensläufe planlos liest, sortiert am Ende den Falschen mit dem schönsten Foto rein. Du brauchst einen Trichter: erst Hard-Filter gegen die harten Signale (maximal 90 Sekunden pro CV), dann eine strukturierte Bewertung mit mindestens drei Signalen für die Einladung. Das Telefon-Pre-Screening: der unterschätzte ROI-Hebel Das Telefon-Pre-Screening ist der am stärksten unterschätzte Schritt im ganzen Prozess. In 15 bis 20 Minuten holst du die Zahlen, die im Lebenslauf fehlen: Quoten-Historie prüfen, Wechselgrund, Gehaltsrahmen, eine Frage zum echten Verhalten. Zwanzig Minuten am Telefon ersparen dir zwei Stunden falsch geführte Vor-Ort-Interviews. Und vergiss das Active Sourcing nicht – die richtig guten Verkäufer bewerben sich selten, sie werden gefunden. Ein gesundes Verhältnis sind 50 % Bewerbungseingang und 50 % Active Sourcing. Drei diagnostische Interviewfragen Im eigentlichen Interview haben sich drei Fragen bewährt. Erstens: „Wie würdest du dich in 30 Tagen in unsere Produktwelt einarbeiten?" – das misst Selbststeuerung und Lernstrategie. Zweitens: „Erzähl mir vom letzten Deal, den du selbst akquiriert hast – nicht ausgebaut, nicht betreut." – das trennt den echten Hunter vom Beziehungspfleger. Drittens: „Wie würdest du unser Produkt nach einer Stunde Vorbereitung verkaufen?" – das misst, wie schnell jemand von Produktmerkmal zu Kundennutzen übersetzt, die zentrale Vertriebsfähigkeit. Wichtig: Diese Fragen sind nur valide mit einer vorab festgelegten Bewertungsrubrik. Und geh nie allein ins Interview – idealerweise stellt HR die Fragen, die Führungskraft beobachtet. Die Rolle von HR: vom Briefträger zum methodischen Treiber Was HR wirklich leisten muss Hier sterben die meisten guten Prozesse. HR leitet CVs weiter, dann Funkstille – und der Vertriebsleiter entscheidet wieder aus dem Bauch. Eine starke Personalabteilung ist nicht der Verwalter im Hintergrund, sondern der methodische Treiber des Prozesses. Von HR kommen die Interview-Leitfäden, die Bewertungs-Skalen, die Arbeitsproben und die Test-Werkzeuge – das ganze Handwerk. Geschwindigkeit ist Qualität HR sorgt dafür, dass der Prozess eingehalten wird, dass die Kriterien gemeinsam festgelegt werden und dass die Führungskraft sauber durch den Prozess geführt wird. Dazu gehört auch Geschwindigkeit: Die besten Kandidaten sind laut LinkedIn nur rund zehn Tage aktiv verfügbar, nach 30 Tagen haben sich über 50 % anders entschieden. Geschwindigkeit ist im Recruiting nicht das Gegenteil von Sorgfalt – sie ist deren Ergebnis. Recruiting endet nicht mit dem Vertrag: Onboarding als zweiter Filter Die diagnostische Verlängerung Auch wer sauber Vertriebsmitarbeiter einstellen will, produziert mit dem besten Prozess noch rund 10 % Fehleinstellungen – das lässt sich rechnerisch nicht vermeiden. Genau diese 10 % fängst du im Onboarding ab. Denn 70 bis 80 % der späteren Fehlbesetzungen zeigen ihre Muster schon in den ersten drei Monaten. Klare Entscheidungspunkte nach 30, 60, 90 Tagen Verstehe das Onboarding deshalb nicht in erster Linie als Wissens-Vermittlung, sondern als Verlängerung des Recruitings mit anderen Mitteln: feste Check-ins, klare Frühwarn-Zeichen, klare Entscheidungspunkte nach 30, 60 und 90 Tagen. Wer nach 60 Tagen vor sich hin meckert und nicht vorankommt, wird nach 120 Tagen meistens nicht besser – sondern schlechter. Nutze die Probezeit konsequent als das, was sie ist: deine zweite Chance. Quick Takeaways Branchenjahre und Abschlüsse sind fast wertlos (Wert 0,09–0,10) – sie sind die teuersten falschen Kriterien. Strukturierte Interviews verdoppeln die Treffsicherheit gegenüber unstrukturierten Gesprächen (0,42 vs. 0,19). Die Kombination der richtigen Werkzeuge senkt die Fehlerquote von ~40 % auf unter 10 %. Achievement Drive schlägt Extraversion – der laute Dampfplauderer ist ein Mythos, die Ambivertierten gewinnen. Selektiere auf das Stabile, trainiere das Veränderbare: Persönlichkeit bleibt über Jahre, Skills holst du in Monaten auf. Der Adjacent Industry Hire löst den Bewerbermangel – Nähe von Buyer-Persona, Cycle, Komplexität und Entscheidungsstruktur zählt, nicht das Branchenetikett. Telefon-Pre-Screening und HR als Treiber sind die unterschätztesten Hebel im ganzen Prozess. Fazit: Schluss mit dem Würfeln beim Vertriebsmitarbeiter einstellen Die drei Kernsätze Fassen wir zusammen. Strukturierte Interviews, Arbeitsproben und kognitive Tests sagen Vertriebserfolg drei- bis fünfmal besser voraus als Berufsjahre und unstrukturierte Bewertungen. Achievement Striving und Gewissenhaftigkeit sind die stabilsten Persönlichkeitsmerkmale – allgemeine Extraversion ist es nicht. Und weil Persönlichkeit über Jahre stabil bleibt, Skills aber in Monaten aufholbar sind, setzt du auf das Erste und trainierst das Zweite. Dein nächster Schritt Wer im Vertriebsrecruiting weiter auf Branchenjahre filtert, setzt auf das schlechteste verfügbare Kriterium. Wer auf Sales-Disposition baut und Wissen aufbaut, formt ein Team, das mit dem Markt mitwächst. Das ist eigentlich gar nicht schwer – du musst es nur konsequent machen. Wenn du Vertriebsmitarbeiter einstellen willst, ohne dich auf dein Bauchgefühl zu verlassen, fang heute mit einem Punkt an: Führe das strukturierte Telefon-Pre-Screening ein. Damit halbierst du deine Time-to-Hire und verdoppelst die Qualität deiner Pipeline. Du willst tiefer einsteigen? Schreib mir einfach eine E-Mail an recruiting@vertriebsfunk.de – dann bekommst du von mir die komplette Zusammenfassung dieser Folge und den Bewertungsbogen, den ich in meinen Vertriebsprojekten als Blaupause nutze. Beides schicke ich dir kostenlos zu. Gib alles, dein Christopher Funk. Welche Kriterien sollte ich beim Vertriebsmitarbeiter einstellen wirklich beachten? Setze auf das, was kaum trainierbar ist: Achievement Drive, Frustrationstoleranz, Neugier und geprüfte Past Sales Performance. Branchenjahre und Studienabschluss haben dagegen eine sehr geringe Vorhersagekraft auf Vertriebserfolg. Wie senke ich meine Fehlerquote im Vertriebsrecruiting? Indem du mehrere valide Werkzeuge kombinierst: strukturiertes Interview plus Arbeitsprobe plus geprüfte Past Performance. Das hebt die Treffsicherheit auf 0,60 bis 0,65 und drückt die Quote der Fehleinstellungen von rund 40 % auf unter 10 %. Ist Branchenerfahrung beim Verkäufer einstellen wichtig? Meistens nicht. Branchenerfahrung ist oft nur die Risiko-Versicherung des Recruiters. Wichtiger ist die Nähe von Buyer-Persona, Sales-Cycle, Komplexität und Entscheidungsstruktur. Ausnahmen sind hochregulierte Märkte wie Pharma, Medical Devices oder Aerospace. Worauf achte ich im Lebenslauf eines Vertrieblers? Auf Zahlen statt Adjektive: konkrete Quoten-Erreichung in Prozent, Ranking im Team, bezifferte Deal-Größen und Beförderungen. Red Flags sind „verantwortlich für" statt „erreicht", Worthülsen ohne Zahlen und Job-Hopping unter 18 Monaten. Welche Rolle spielt HR beim Aufbau eines guten Recruiting-Prozesses? HR ist der methodische Treiber, nicht der Briefträger. Die Personalabteilung baut den Prozess, liefert Interview-Leitfäden und Bewertungs-Skalen, sorgt für Geschwindigkeit und führt die Führungskraft sauber durch das Verfahren. Wie sieht es bei dir aus: Filterst du noch nach Branchenjahren – oder setzt du schon auf Sales-DNA? Schreib mir deine Erfahrungen in die Kommentare und teile den Beitrag mit dem Vertriebsleiter, der das gerade dringend lesen sollte.

Dalam dunia pekerjaan hari ini, satu persoalan sering timbul - nak ‘job hop’ ke nak ‘job hug’? Nak ‘setia’ dengan yang satu atau nak ‘lompat’ kerja? Dalam episod NoTapis kali ini, kita berbincang bersama Encik Mohd Adam Mohd Basor, Penolong Pengarah, Orang & Organisasi di *SCAPE Co., Ltd. dan Cik Nur Khairah Abdul Rahim, seorang “job-hopper” yang kini membina perniagaan sendiri - tentang dunia kerja hari ini. Kami kupas apa sebenarnya maksud ‘job-hopping’ vs ‘job-hugging’, kenapa ia masih dianggap “red flag” oleh sesetengah majikan, bila masa terbaik untuk tukar kerja, serta risiko menjadi terlalu selesa atau terlalu kerap lompat. See omnystudio.com/listener for privacy information.

“Young people are so carefree!”, but is it true? In this series ‘Snack for Thought', we dive into real conversations on the money and life issues young adults face, while keeping it light-hearted with a mukbang style, sharing the food gems around our office at Duxton Hill, giving listeners plenty to chew on.As trusted advisers to our affluent clients for over two decades, journeying with different generations, this series also gives parents and guardians insight into what their children or grandchildren (early 20s to 30s) may be experiencing. We explore the topics young adults care about, the challenges they face, and the concerns they discuss with peers. We hope these conversations help you understand them better and connect more meaningfully.In this episode, Kate and Helen discuss the Gen Z phenomenon of job hopping while enjoying Tsujiri matcha from nearby our office! They explain what counts as a job hop, usually staying in a role for less than a year or sometimes up to two, and why it is so common. From chasing higher salary increments to building a LinkedIn profile or learning new skills, they explore the practical reasons behind frequent moves.They also cover the challenges. Job hopping can be mentally draining, make it harder to connect with colleagues, and turn work into a daily grind. While leaving a toxic environment is valid, repeated moves can label someone as a “job hopper” and raise red flags for hiring managers. Tune in to hear their candid thoughts on balancing career growth, purpose, and professional reputation.Also tune in to the episode they'd mentioned in this episode on 'Is 100k by 30 achievable?' here.Music courtesy of ItsWatR.The contributors of this episode are Kate Loo, Community & Events Executive, and Helen Tran, Senior Executive of Media Production, Group Brand Experience, at Providend, the first fee-only wealth advisory firm in Southeast Asia and a leading wealth advisory firm in Asia.The full list of Providend's Money Wisdom podcast episodes from Season 4 can be found here.Did you know that our Providend's Money Wisdom podcast is now available in video format on YouTube? Follow us on our YouTube channel for new episode on Thursday at 8pm.Mentioned in this episode:Rate Our Podcast!

The fastest way to transition from one industry to another is to embody the identity of someone in your desired field. In this episode, I share two easy steps that you can take to transition from entrepreneurship to corporate life. These can be used by anyone who is looking to transition from one industry to another. Tune in for concrete examples of why and how you can embody your new identity, and how to grow your network in your chosen field.  If you're ready to pivot into a new industry, this episode is for you!  NEW RESOURCE ALERT!  In honor of Financial Literacy Month, I am bringing back one of my most impactful trainings: Get a Raise in Any Economy.  This training will show you the exact steps you need to take to understand how companies determine salary and what you need to do in order to maximize your salary.  Get instant access via thefirstgencoach.com/freetraining 6-Month 1:1 Coaching: https://calendly.com/thefirstgencoach/discovery-call Apply for On-Air Coaching: https://forms.gle/JshV6Z6TfUw6BBnk6 Download your⁠⁠⁠⁠⁠⁠ ⁠FREE Resume Guide and Template⁠⁠⁠⁠⁠⁠⁠ Follow @⁠⁠⁠⁠⁠⁠⁠CarlaTheFirstGenCoach⁠⁠⁠⁠⁠⁠⁠ on Instagram Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Staying at one company for 30 years used to be a norm, but times have certainly changed. We’re diving into the "Job Hopping" phenomenon—where a single move can net you a 20% pay bump compared to the usual 3% annual raise. We break down the "Sweet Spot" for switching, what Gen Z and Millennials are prioritising, and whether your resume looks like a career climber or a red flag. Presented by Audrey Siek & Ryan Huang Produced by Audrey Siek Edited by Trisha Yeong Music credit: Pixabay & its talented community of contributorsSee omnystudio.com/listener for privacy information.

For decades, the cleared workforce followed a fairly predictable path: long tenures, stable programs, and careers built within a single agency or contractor. But today, cleared professionals are moving faster between roles, contracts, and even employment models. Some are chasing better pay, others are seeking flexibility, and many are responding to the realities of contract-driven work.To help unpack what this shift means for both employees and employers, I'm joined by John Berry, security clearance attorney with Berry & Berry and someone who has had a front-row seat to cleared hiring trends for years.In this conversation, we'll talk about why job hopping has become more common, how the idea of “gig work” is showing up even in highly regulated cleared environments, and what recruiters, hiring managers, and cleared professionals should be thinking about as career mobility accelerates. Hosted on Acast. See acast.com/privacy for more information.

The U.S. economy is creating wealth… but not many jobs. At the same time, AI is spreading across the workplace, yet most employees still don't trust it to run without human oversight. In today's episode of Future Ready Today, I break down the signals behind the "jobless boom," what the Federal Reserve is warning leaders about, why the job-switching pay premium is collapsing, and the rise of AI agents that can literally hire humans to do real-world work. Stories covered: Only 17% trust workplace AI without human oversight The shrinking job-hopping premium and the loyalty tax The Fed's three AI labor-market scenarios (including a "jobless boom") Growth without jobs: investment, output, and the widening GDP–jobs gap AI agents hiring humans: the rise of the "Human API" economy  

Dan and Ian respond to a listener's email about strategies for going from a 9-5 to full-blown entrepreneurship, and why mindset is far more important long-term than ideas if you want to start a business. LINKS Bento will beat your current email bill — up to 70% off or $300 in credits Million Dollar Weekend by Noah Kagan Dynamite Jobs Meet lifestyle founders inside Dynamite Circle Hang out exclusively with 7+ figure founders in DC BLACK CHAPTERS (00:00:00) Intro and Listener Email (00:05:58) Path 1: “Hold Your Nose and Jump” (00:11:43) Path 2: The Coast Side Hustle (00:14:16) Path 3: Intrapreneurship/Apprenticeship (00:18:14) Path 4: Job Hopping (00:30:05) Product-Market Fit, Passion, and More (00:38:58) Overrated and Underrated Entrepreneurship Tips CONNECT: Dan@tropicalmba.com Ian@tropicalmba.com Past guests on TMBA include Cal Newport, David Heinemeier Hannson, Seth Godin, Ricardo Semler, Noah Kagan, Rob Walling, Jay Clouse, Einar Vollset, Sam Dogan, Gino Wickam, James Clear, Jodie Cook, Mark Webster, Steph Smith, Taylor Pearson, Justin Tan, Matt Gartland, Ayman Al-Abdullah, Lucy Bella. PLAYLIST: Bad Hiring Advice That Can Actually Work: 9 Tactics for Lifestyle Founders What We Learned From Running a 7-Figure Remote Business in 2025 The 9-5 is Dead, This is the Socially Acceptable Lottery Ticket

Like the show? Show your support by using our sponsors.Promotive can help you find your dream job. Touch HERE to see open jobs.Need to update your shop systems and software? Try Tekmetric HEREWanna go to Tekmetric's first ever industry training event Tektonic? Register HEREToday, Jeff get's to catch up with Lisa Coyle and Sam Freeman from Promotive. They discuss the challenges of recruiting and retaining automotive technicians and service advisors. The team explores why job hopping is often misunderstood, saying that it's frequently due to industry conditions rather than technician performance. They highlight the importance of building mentorship and supportive shop cultures, revealing how both technicians and advisors benefit from ongoing training and honest communication. Timestamps:00:00 Changing Hiring Dynamics09:17 "Diagnostic Tech Misalignment"14:45 Employee Growth and Retention Strategies19:06 "Show Me the Proof"22:23 "Workplace Dynamics and Expectations"26:34 "Underpaid Service Advisors Debate"32:14 "Bridging Advisor-Technician Divide"37:29 "Incentivizing Flat Rate Pay Notifications"42:30 "Harbor Freight Tools Debate"50:42 "Be the Person Who Inspires"57:07 "Flat Rate Payment Inequity"01:00:50 "Consumer Expectations and Instant Gratification"01:04:12 "Treat Others with Courtesy"01:08:42 "Top Accomplishment Interview Question"01:14:57 "Qualified Teachers Matter" Follow/Subscribe to the show on social media! TikTok - https://www.tiktok.com/@jeffcompton7YouTube - https://www.youtube.com/@TheJadedMechanicFacebook - https://www.facebook.com/profile.php?id=100091347564232

Send us a textA hard truth set the tone for the new year: a fatal accident in Nigeria and the stark reminder that infrastructure and governance shape lives. I share why that grief paused my urge to create and how honesty, not forced optimism, can be the smartest way to start January. From there, we move straight into the UK job market, where rising employer costs, higher NI, and a punishing tax reality are shrinking vacancies and closing adverts early. Job hopping has stalled; job hugging is the new survival skill. And no, AI didn't replace everyone misfired attempts exposed the gap between hype and capability, while smart teams now use AI to augment real work.When growth outside slows, the inside strategy matters. I walk through how I anchor development to manager-owned objectives, build a feedback folder that proves outcomes, and keep a burn folder that captures patterns of harm. That combo turned a workplace bully into an unlikely conduit for opportunity: I secured sign-off, delivered for another team, and gained high-stakes exposure. He still doesn't like me, but he respects me an equation that matters when you're a Black Woman navigating power, perception, and limited tolerance for your tears. Respect lasts longer than likability; receipts speak when rooms turn cold.We also zoom out to geopolitics shaping markets and risk: Nigeria's insecurity, pressure across the Sahel, and the power play around Venezuela's oil. These forces affect hiring cycles, investor sentiment, and the anxiety many of us feel about timing a move. So I'm easing into 2026 with deliberate pace, quarter by quarter goals, renewed focus on public speaking and subject expertise, and a commitment to consistency on TikTok, blending the world of work with practical fashion and “wear your wardrobe” thinking. If the market says hold, use the hold to sharpen your edge, negotiate the package that actually pays, and make your progress unavoidable.Sponsorships - Email me: hello@toyatalks.comTikTok: toya_washington Twitter: @toya_w (#ToyaTalksPodcast) Snapchat: @toyawashington Instagram: @toya_washington & @toya_talks https://toyatalks.com/ Music (Intro and Outro) Written and created by Nomadic Star Stationary Company: Sistah Scribble Instagram: @sistahscribble Website: www.sistahscribble.com Email: hello@sistahscribble.com

Job hopping has become common among the younger generation, but critics say too many short stints may leave a bad impression on recruiters. But if it's part of a clear career plan, it can boost your salary and widen your network. Tiffany Ang and Gerald Tan discuss how to make each move count.See omnystudio.com/listener for privacy information.

For much of the last century, a steady career often meant staying with one company for decades. But that idea started to fade in the ‘80s and ‘90s as layoffs and restructuring made long-term loyalty feel less secure. By the 2000s, job hopping became the norm and often led to better pay and benefits.But today, something new is happening. Alongside job hopping, we're seeing a rise in job hugging — people staying put, even when they'd rather move, because the job market feels uncertain. MPR News guest host Chris Farrell talks about shifting hiring trends, when it's smart to switch jobs, when it's best to stay and what it all means for our careers and workplaces.Guests:Alan Benson is an associate professor at the University of Minnesota's Carlson School of Management where he researches hiring, promotions and employment.Mark Sorenson-Wagner is the director of career development at the University of St. Thomas.

Three different times, in three different jobs, I asked for fair pay and I was rejected. I was laughed at. I was told “feel free to quit.” And you know what? I did quit, and I doubled my salary.But that doesn't mean that it was easy to navigate those moments. Tune in to hear the full story of how I turned those rejections around and came out better on the other side.FREE WEBINAR: Get a Raise in Any Economy! Register via thefirstgencoach.com/webinar! See you Tuesday, 12/9 at 8 PM EST on ZoomResources and Links2 Week Mini Coaching Package: https://calendly.com/thefirstgencoach/career-recharge6-Month 1:1 Coaching: https://calendly.com/thefirstgencoach/discovery-callApply for On-Air Coaching: https://forms.gle/JshV6Z6TfUw6BBnk6Download your⁠⁠⁠⁠⁠⁠ ⁠FREE Resume Guide and Template⁠⁠⁠⁠⁠⁠⁠Follow @⁠⁠⁠⁠⁠⁠⁠CarlaTheFirstGenCoach⁠⁠⁠⁠⁠⁠⁠ on Instagram Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Hire Yourself Podcast with Pete GilfillanThe corporate ladder is disappearing. In this episode, Pete Gilfillan breaks down the realities of today's corporate world, where automation, AI, and restructuring are flattening organizations and eliminating the traditional path to executive growth.If you've spent decades climbing toward leadership, this episode will make you rethink what “upward mobility” really means and why more executives are taking control through franchise ownership.In this episode, Pete discusses:1. The First Rung Is GoneAI and automation are eliminating entry-level positions—the very roles that once drove corporate advancement. As companies flatten, fewer opportunities remain to move up from within.2. Skills Now Matter More Than TitlesThe era of “paying your dues” is over. Advancement depends on performance and specialized skills, not tenure. Executives must now prove their worth in measurable ways or risk being replaced.3. Flattened Organizations, Fewer PromotionsAs technology streamlines operations, layers of management disappear. With fewer rungs on the ladder, career growth becomes limited—and often unpredictable.4. Job Hopping and the Rise of Boundaryless CareersExecutives aren't waiting for promotions that may never come. Many are building multiple income streams—franchises, consulting, real estate—to reclaim control of their future.5. Market Volatility and the End of Job StabilityRestructuring, mergers, and cost-cutting are the new normal. The ladder no longer represents security—it represents risk. The smartest executives are building their own ladders through business ownership.Key Takeaways:The traditional corporate ladder is collapsing from both ends.AI and automation are shrinking entry-level and mid-level opportunities.Career growth now depends on adaptability and self-direction.Owning a business gives you a new ladder—one you control.Franchising offers a structured, proven way to achieve that independence.“The corporate ladder isn't stable—it's disappearing. The smartest executives are building their own ladders.” — Pete GilfillanCONNECT WITH PETE GILFILLAN:

There's a new celebrity boyfriend doing the rounds and everyone from Jennifer Aniston to Princess Martha Louise of Norway (a royal rebel if ever there was one) are here to confirm that the spiritual-softboi era is officially here. Holly has a precise theory as to why. And Jessie poses a provocative question to both Holly and Mamamia's Editor, Stacey Hicks: is anti-natalism (aka choosing not to have kids for ethical reasons) gaining traction for a reason? Plus, we've had 'job hopping' and 'quiet quitting' but it's 'job hugging' that's the latest workplace trend — and no, it's not as cosy as it sounds. There are pros, there are cons and someone's missing out bigtime. Stacey explains. And in recommendations: A criminally underrated TV show that's perfect for weekend viewing A podcast that’s anything but average And a cult-fave hair product Jessie didn’t want to love... but does. Support independent women's media Recommendations Stacey recommends Shrinking on Apple TV Jessie recommends Bedroom Hair texture spray by Kevin Murphy Holly recommends Dr Stacey Sims on the MID podcast. What To Listen To Next: Listen to our latest episode: The Problem With Compliments Listen: The Couple Who Need To Stay Away From Each Other Listen: LITTLE TREAT: Holly & Jessie Spill The Tea On Writing A Book Listen: Why No One's Having Sex In Bed Anymore Listen: Decoding The Nicole Kidman & Keith Urban Divorce Narrative Listen: Vanessa Amorosi, Emma Watson & The Problem When Kids Earn More Than Their Parents Listen: Victoria Beckham’s Version & Jessie’s Very Big News Listen: “Tough It Out”. The Announcement That Upset Us More Than We Expected Discover more Mamamia Podcasts here including the very latest episode of Parenting Out Loud, the parenting podcast for people who don't listen to... parenting podcasts. Watch Mamamia Out Loud: Mamamia Out Loud on YouTube What to read: Here's everything we know about Jennifer Aniston's boyfriend... presented without comment. Looking for a job change? These are 2025's most in-demand jobs that have the highest salary. You've probably heard the new term "quiet quitting". It's bullsh*t. Why everyone is a bit woo woo right now. 'I'm sick of feeling anxious about the climate, I want to feel optimistic instead.' THE END BITS: Check out our merch at MamamiaOutLoud.com Mamamia studios are styled with furniture from Fenton and Fenton GET IN TOUCH: Feedback? We’re listening. Send us an email at outloud@mamamia.com.au Share your story, feedback, or dilemma! Send us a voice message. Join our Facebook group Mamamia Outlouders to talk about the show. Follow us on Instagram @mamamiaoutloud and on Tiktok @mamamiaoutloud CREDITS: Hosts: Jessie Stephens, Holly Wainwright & Stacey Hicks. Group Executive Producer: Ruth Devine Executive Producer: Sasha Tannock Audio Producer: Leah Porges Video Producer: Josh Green Junior Content Producers: Coco & Tessa Mamamia acknowledges the Traditional Owners of the Land we have recorded this podcast on, the Gadigal people of the Eora Nation. We pay our respects to their Elders past and present, and extend that respect to all Aboriginal and Torres Strait Islander cultures. Become a Mamamia subscriber: https://www.mamamia.com.au/subscribeSee omnystudio.com/listener for privacy information.

How does Job Hopping effect our career. Here are some thoughts.If you are interested in 1:1 Mentorship and guidance you can email me at AgileMalayali@gmail.comOther Podcasts you can check⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Pahayan Media Malayalam Podcast⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Penpositive Outclass English Podcast⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Vayanalokam Malayalam Book Podcast⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Cinema Malayali Movie Podcast

Austin shares how job hopping can accelerate your career!Time Stamped Show Notes:[0:30] - Job hopping is not necessarily bad[1:00] - The right & wrong way to job hop[2:27] - How to explain short stints at previous jobs[5:16] - Do it right and it will accelerate your careerWant To Level Up Your Job Search?Click here to learn more about 1:1 career coaching to help you land your dream job without applying online.Check out Austin's courses and, as a thank you for listening to the show, use the code PODCAST to get 5% off any digital course:The Interview Preparation System - Austin's proven, all-in-one process for turning your next job interview into a job offer.Value Validation Project Starter Kit - Everything you need to create a job-winning VVP that will blow hiring managers away and set you apart from the competition.No Experience, No Problem - Austin's proven framework for building the skills and experience you need to break into a new industry (even if you have *zero* experience right now).Try Austin's Job Search ToolsResyBuild.io - Build a beautiful, job-winning resume in minutes.ResyMatch.io - Score your resume vs. your target job description and get feedback.ResyBullet.io - Learn how to write attention grabbing resume bullets.Mailscoop.io - Find anyone's professional email in seconds.Connect with Austin for daily job search content:Cultivated CultureLinkedInTwitterThanks for listening!

What if your brilliant problem-solving brain is actually what's burning you out at work?In this episode, Jamie breaks down:Why systemic issues persist (hint: leadership isn't always on board with fixing the root cause)The cycle that leads brilliant problem-solvers into burnout (and repeat job changes)Why your next job isn't the real fix (it's rarely the job, it's the lack of boundaries and leadership alignment)What to do insteadLinks Mentioned:Before You Rage‑Quit Your Job, Try This! Free webinar: outsmartadhd.co/ragequitBook your free 30-minute coaching consult: calendly.com/outsmartadhd/adhd-coaching-consult

How does Job Hopping effect our career. Here are some thoughts.If you are interested in 1:1 Mentorship and guidance you can contact me at ⁠⁠⁠Penpositive Outclass⁠⁠⁠Other Podcasts you can check⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Pahayan Media Malayalam Podcast⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Penpositive Outclass English Podcast⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Vayanalokam Malayalam Book Podcast⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Cinema Malayali Movie Podcast

Send me a text!3 steps to building self-support in your work is essential for anyone experiencing any level of career instability. Whether you're questioning your path and considering a career change, dealing with layoffs, or feeling the strain of unclear goals and shifting expectations, these practices can provide a supportive space to discern your next step. Cultivating your ability to check in with yourself and make aligned choices empowers a sense of resilience even in an ever-changing professional landscape. You deserve to know what you need and to take up space in asking for it – even if it's just the space to make an intentional decision. In this episode of Mindset Unlimited, I invited Miriam Raquel Sands to join me in a conversation about engaging 3 steps to building self-support in your work and beyond. Some of what we talk about in this episode includes:The tension between stability and self-discovery in work.Unpacking career as identity and the emotional charge of non-linear careersFinding your way through self-reflection and aligning actions with values—not just external expectations.Creating a support structure with awareness of whether your environment truly supports your well-being LINKS TO REFERENCES MADE IN THIS EPISODE:The Second Brain by Michael GershonTiny Habits: The Small Changes That Change Everything by Bj FoggStrozzi InstituteResilience Through Unexpected Career ShiftsLeaning Into a Mid-Life Career Change CONNECT WITH RAQUELWebsiteInstagram Podcasts CONNECT WITH VALERIE:Ask Valerie (anonymous form)Sign up for Valerie's newsletterApply to be coached on the podcastSchedule an exploration callListen to the Unlimited Playlist This podcast was produced by Valerie Friedlander CoachingProud member of the Feminist Podcasters CollectiveSupport the show

Gen-Z has been fast tracking their way up the career ladder by hopping from job to job. But this shortcut to bigger paychecks and snazzy job-titles has lost its edge. Now, staying loyal pays virtually just as much as jumping ship. 

Job hopper ka din ba? Hindi ka nag-iisa! Listen to Stanley Chi's humble beginnings in just 11 minutes! Tune in na sa Silly Gang Express!Listen to the full episode HERE!Watch the EXCLUSIVE VIDCAST HERE!CERTIFIED KA-OKRA TO DO LIST:TAP the FOLLOW button and NOTIFICATION BELL!RATE this podcast with 5 STARS! ⭐⭐⭐⭐⭐JOIN THE CONVO via the COMMENTS here on SPOTIFY app! Scroll down mo lang sa Spotify app!Drop your voice over intros HERE!Follow us here:Silly Gang Sa Gabi on Facebook, Twitter, Instagram, YouTube and Tiktok!For brand deals (beke nemen!) and collaborations (G!), connect with us through sillygangsagabi@gmail.com and/or our management: info@thepodnetwork.com! Enjoy a good game of BingoPlus! Licensed by Pagcor. Get it at Google Play and Apple Store or visit www.bingoplus.com (http://www.bingoplus.com/) PS - keep it legal! Gaming is for 21-year-olds and older only. Game responsibly! Hosted on Acast. See acast.com/privacy for more information.

Fast jeder zweite Arbeitnehmer aus der Generation Z ist im Job auf dem Absprung. Das zeigt eine Forsa-Umfrage für die Plattform Xing. Das ist schon ein krasser Unterschied zwischen den Generationen: Denn nach wie vor bleiben viele Ältere gerne auch mal ihr ganzes Leben lang bei ihrer Firma. Job Hopping statt Firmenjubiläum – das ist das SWR3 Topthema mit Corinne Schwager.

Millennials and Gen Z are often branded by older generations as “job-hoppers,” switching companies, jobs and sometimes career paths frequently. But is that really true? And if it is, does it have to do with the workers themselves or is it a larger work culture issue? Plus: Amazon unveils Nova Sonic and GM wants to build EV Corvettes in Europe. Join our hosts Jon Weigell and Mark Dent as they take you through our most interesting stories of the day. Get our Side Hustle Ideas Database: https://clickhubspot.com/thds Follow us on social media: TikTok: https://www.tiktok.com/@thehustle.co Instagram: https://www.instagram.com/thehustledaily/ Thank You For Listening to The Hustle Daily Show. Don't forget to hit Subscribe or Follow us on Apple Podcasts so you never miss an episode! If you want this news delivered to your inbox, join millions of others and sign up for The Hustle Daily newsletter, here: https://thehustle.co/email/  Plus! Your engagement matters to us. If you are a fan of the show, be sure to leave us a 5-Star Review on Apple Podcasts https://podcasts.apple.com/us/podcast/the-hustle-daily-show/id1606449047 (and share your favorite episodes with your friends, clients, and colleagues).

In this episodes, our hosts discuss which is preferable; to hop from one employer to another or to be stable at a certain job. Are there any benefits to loyalty or the best way to get to the the top is by hopping. Listen to find out what Timi and Seyi think about this intriguing topic.

* We talk with Vicki Salemi, a career expert from Monster, about whether it pays to job hop for bigger salaries and titles...or if you're better off sticking with your current company. * Hyundai is investing $5.8 billion for a facility in Ascension Parish. We talk with Louisiana Economic Development Secretary Susan Bourgeois about the big news.

Some people color inside the lines. Others—like Sara Lobkovich—ditch the coloring book altogether and make their own rules. A proud introvert, ADHDer, and change-maker, Sara turned years of navigating life's twists into two books designed to help others do the same. In Part 1, we'll hear how she went from feeling like an outsider to building a thriving career by embracing what makes her different. And in Part 2, we'll break down her books—what's inside, who they're for, and why they actually work.Key Highlights of Our Interview:The Milk Activist: Chocolate Milk Equality at Age Nine“I successfully petitioned the cafeteria ladies for milk equality… so that the bag lunch kids could also have chocolate milk on Friday.”Job Hopping or Scanning? Redefining a Nonlinear Career“They called it job hopping, but my career coach reframed it as being a ‘scanner' with lots of interests. Turns out, I wasn't hopping, I was just too excited to make things better!”The Burnout Chronicles: From Always-On-the-Go to Needing a Why“I was that guy on the plane, always on the go. My dog lived with my parents for way too long. That lifestyle led me to burnout, and I realized I needed to do things differently.”Curiosity as a Cure: How Staying Curious Helped Me Avoid Feeling Stuck“Curiosity is an antidote to stuckness and anxiety. Later in my career, I developed the ability to always have a playground in my brain—something to learn.”Turning a Job Disappointment into an MBA in Enterprise Politics“Instead of feeling frustrated, I reframed my experience as a mini MBA in navigating large political organizations with resistance to change.”Strategy Isn't About Being the Smartest in the Room—It's About Asking the Right Questions“Being a strategist is not just being the smartest person in the room. It's having a toolkit of questions that uncover facts, spark insight, and develop ideas.”_____________________Connect with us:Host: Vince Chan | Guest: Sara Lobkovich______________________--Chief Change Officer--Change Ambitiously. Outgrow Yourself.Open a World of Deep Human Intelligence for Growth Progressives, Visionary Underdogs,TransformationGurus & Bold Hearts.6 Million+ All-Time Downloads.Reaching 80+ Countries Daily.Global Top 3% Podcast.Top 10 US Business.Top 1 US Careers.>>>100,000+ subscribers are outgrowing. Act Today.

In this special edition of the "Get Hired" podcast, the hosts, including  Nicky Bulmer, co-host Misty Combs, and guest Michelle Frechette, answer listener-submitted questions on job seeking. They discuss how to address job hopping by providing context on resumes, the pros and cons of functional versus chronological resume formats, and strategies for explaining employment gaps. The episode also covers handling common interview questions, the importance of being honest about salary expectations, and the role of social media in hiring. The speakers offer practical advice to empower job seekers in their application processTop Takeaways:Job Interviews Are a Two-Way Street: Candidates should ask insightful questions, such as how salary ranges are determined and what differentiates top earners from lower earners.It's important for job seekers to showcase their skills and experience even if the interviewer doesn't directly ask about them.Thinking Beyond Standard Questions: Candidates should anticipate questions beyond their resumes and prepare to discuss communication tools, remote work habits, and problem-solving approaches.Tailor Your Resume to the Job You're Applying For: It's important to customize your resume for each job application. Highlight relevant skills, experiences, and achievements that directly relate to the position. A generic resume may not stand out as much, while one that speaks to the specific needs of the company and role shows that you've taken the time to understand what they're looking for, making you a more appealing candidateMentioned In The Show:Liquid WebGet Hired Podcast

Segment 1: Tom Gimbel, job expert and founder of LaSalle Network, joins John to talk about his thoughts on the Super Bowl and how he appreciates sustained greatness, if bosses should be friends with their employees, why he’s an advocate of returning to the office, and his recent LinkedIn post about the benefits of staying at your […]

In this episode, Dave and Jamison answer these questions: I would like your advice on how I can improve my communication skills. I realize that practicing is usually the best way, but I am interested in taking online courses or learning more on becoming a better communicator. However, I am currently taking courses in CS and would like to primarily focus on that. I'm wondering what your thought are, especially when it comes to investing time in either a community college or online extension course. I have to make a confession. I am a job hopper, never staying longer at a job than a year. I am getting bored quickly, I always get the feeling of the grass is greener on the other side and I keep finding myself distracted from my current job always thinking of the next step, the next job, the next big thing. This feeling is a double edged sword. On the one hand I know that I am aware that this repeated behaviour is not sustainable and healthy. On the other hand it helped me progress extremely in my career and climb the ladder quickly and now after five years of experience I landed at big tech in my dream job role. But I still get this old feeling of planning the next thing, finding myself distracted and losing interest and not being satisfied. I want to stay at the job and keep earning the big bucks for my family. What can I do to get rid of the grass is greener syndrome?

If you've ever felt like a misfit—an introvert, an ADHDer, a rebel, or a frustrated change-maker—this two-part series is for you. Our guest, Sara Lobkovich, proudly identifies with these groups and has turned her unique perspective into a source of strength. After months of writing, Sara has crafted two books that combine her lived experiences and sharp business strategies. Her mission is clear: help others activate their inner strategist and chase ambitious goals with authenticity and clarity. In Part 1, we'll uncover Sara's personal journey, from struggles to breakthroughs, and how her experiences shaped her purpose. Part 2 will delve into the books—her motivations, her audience, and the impact she hopes to create. Key Highlights of Our Interview: The Milk Activist: Chocolate Milk Equality at Age Nine “I successfully petitioned the cafeteria ladies for milk equality… so that the bag lunch kids could also have chocolate milk on Friday.” Job Hopping or Scanning? Redefining a Nonlinear Career “They called it job hopping, but my career coach reframed it as being a ‘scanner' with lots of interests. Turns out, I wasn't hopping, I was just too excited to make things better!” The Burnout Chronicles: From Always-On-the-Go to Needing a Why “I was that guy on the plane, always on the go. My dog lived with my parents for way too long. That lifestyle led me to burnout, and I realized I needed to do things differently.” Curiosity as a Cure: How Staying Curious Helped Me Avoid Feeling Stuck “Curiosity is an antidote to stuckness and anxiety. Later in my career, I developed the ability to always have a playground in my brain—something to learn.” Turning a Job Disappointment into an MBA in Enterprise Politics “Instead of feeling frustrated, I reframed my experience as a mini MBA in navigating large political organizations with resistance to change.” Strategy Isn't About Being the Smartest in the Room—It's About Asking the Right Questions “Being a strategist is not just being the smartest person in the room. It's having a toolkit of questions that uncover facts, spark insight, and develop ideas.” Connect with us: Host: Vince Chan | Guest: Sara Lobkovich ______________________ Chief Change Officer: Make Change Ambitiously. Experiential Human Intelligence for Growth Progressives Global Top 2.5% Podcast on Listen Notes World's #1 Career Podcast on Apple Top 1: US, CA, MX, IE, HU, AT, CH, FI 3.5 Million+ Downloads 80+ Countries

Episode 569: Steve and Zach explore the financial traps of job hopping and offer tips on maintaining your retirement savings momentum. Following that, discover how the new super catch-up contributions let workers 60 to 63 significantly boost their 401(k) savings starting next year.

Dominic Piscopo is a CPA and entrepreneur who is here to share his journey from working in the Big Four to building his own business. Dominic gives us a behind-the-scenes look at his experiences in one of the largest accounting firms and how it influenced his transition to entrepreneurship. He also discusses the importance of transparency within these firms and offers insights on compensation and recruitment trends.We dive into the new employee dilemma and the ripple effect of turnover, highlighting how frequent job changes and incentive structures impact both firms and professionals. Dominic gives his perspective on the true cost of job hopping and debates whether it's a smart move in today's accounting world. He also sheds light on the gender wage gap in the industry. As we wrap up, Dominic offers practical advice and resources for navigating the ever-changing landscape of the accounting profession. Whether you're just starting out or looking to grow your career, this episode is packed with insights that will help you on your journey.What you'll hear in this episode:[1:50] Dominic's Big Four Experience[5:50]Transition to Entrepreneurship[10:25] Insights on Compensation and Recruitment[17:45]The Ripple Effect of Employee Turnover[18:30] Incentive Structures and Their Impact[20:05] Debating the Merits of Job Hopping[24:30] Gender Wage Gap in AccountingConnect with Dominic https://ca.linkedin.com/in/dopiscopoCheck out Big 4 Transparency https://www.big4transparency.com/Connect with Kelly https://www.linkedin.com/in/kellyrohrs/Connect with Bilal https://www.linkedin.com/in/bmehanna/

Austin shares his thoughts on job hopping - Is it a career booster or career killer?Time Stamped Show Notes:[0:25] - Supercharge your career[1:10] - You have to do it the right way[2:16] - Red flags for hiring managers[3:17] - Austin's job hopping[3:59] - The take-awayWant To Level Up Your Job Search?Click here to learn more about 1:1 career coaching to help you land your dream job without applying online.Check out Austin's courses and, as a thank you for listening to the show, use the code PODCAST to get 5% off any digital course:The Interview Preparation System - Austin's proven, all-in-one process for turning your next job interview into a job offer.Value Validation Project Starter Kit - Everything you need to create a job-winning VVP that will blow hiring managers away and set you apart from the competition.No Experience, No Problem - Austin's proven framework for building the skills and experience you need to break into a new industry (even if you have *zero* experience right now).Try Austin's Job Search ToolsResyBuild.io - Build a beautiful, job-winning resume in minutes.ResyMatch.io - Score your resume vs. your target job description and get feedback.ResyBullet.io - Learn how to write attention grabbing resume bullets.Mailscoop.io - Find anyone's professional email in seconds.Connect with Austin for daily job search content:Cultivated CultureLinkedInTwitterThanks for listening!

Send us a textSeasonal Jobs vs. Job HoppingSeasonable Jobs - treat them like paid internships!Job Hopping - moving from job to job regardless of season or time of your, you're trying to find yourself.Did you know experience always beats education?Hit play now to hear the differences and similarities between seasonal jobs vs. job hopping and how to handle your resume during an interview.Support the show

Part One. This episode—and the next—are for the introverts, the ADHDers, those on the autism spectrum, trauma survivors, strategy-brained square pegs, frustrated change-makers, rebelutionaries (that's rebels and revolutionaries combined), and thinker-doers. Why? Because our guest today, Sara Lobkovich, is part of these groups. And she's not holding back anymore. In fact, she's spent months writing two books that bring together her life lessons and business strategy experience to help us all wake up our inner strategist and achieve big goals—no BS. In this episode, part 1, we'll dive into who Sara is, what she's been through, and how her past has shaped her purpose today. In the next episode, part 2, we'll dig into the book—her why, her audience, her objectives, and her vision. Key Highlights of Our Interview: The Milk Activist: Chocolate Milk Equality at Age Nine “I successfully petitioned the cafeteria ladies for milk equality… so that the bag lunch kids could also have chocolate milk on Friday.” Job Hopping or Scanning? Redefining a Nonlinear Career “They called it job hopping, but my career coach reframed it as being a ‘scanner' with lots of interests. Turns out, I wasn't hopping, I was just too excited to make things better!” The Burnout Chronicles: From Always-On-the-Go to Needing a Why “I was that guy on the plane, always on the go. My dog lived with my parents for way too long. That lifestyle led me to burnout, and I realized I needed to do things differently.” Curiosity as a Cure: How Staying Curious Helped Me Avoid Feeling Stuck “Curiosity is an antidote to stuckness and anxiety. Later in my career, I developed the ability to always have a playground in my brain—something to learn.” Turning a Job Disappointment into an MBA in Enterprise Politics “Instead of feeling frustrated, I reframed my experience as a mini MBA in navigating large political organizations with resistance to change.” Strategy Isn't About Being the Smartest in the Room—It's About Asking the Right Questions “Being a strategist is not just being the smartest person in the room. It's having a toolkit of questions that uncover facts, spark insight, and develop ideas.” Connect with us: Host: Vince Chan | Guest: Sara Lobkovich Chief Change Officer: Make Change Ambitiously. A Globally Modernist Community for Growth Progressives Highest Rankings On Apple Podcasts Charts in Careers #1: US, CAN, MEX, IRE, HUNG, AUST and SWTZ #2-5: GRBR, FRAN, SWDN, GER #2-5: TUR, IND, JPN, SING 1.2 Million+ Downloads 50+ Countries

In this episode, I discuss job hopping. From my experience to common misconceptions, I cover the risks, benefits, and everything in between. If you've ever wondered whether job hopping is right for you or what you might expect, this episode will help clarify the journey.Timestamps:00:26 - Austin Update02:30 - Why Discuss Job Hopping: Why this career strategy matters.03:23 - What is Job Hopping: Definition and my personal experiences.05:11 - Misconceptions: Myths and truths about switching jobs often.7:55 - Risks: Potential downsides of job hopping, you should know.10:19 - Benefits: Career growth, networking, and other advantages.12:46 - Is Job Hopping Right For You: How to assess if it's the right path for your career.15:30 - Potential Pitfalls: Avoidable mistakes when hopping between companies.19:11 - Reasons To Job Hop/What Can you Expect: The key motivators and what to anticipate.23:10 - Story: A story about a friend who has mastered job hopping.Support The Showhttps://www.buymeacoffee.com/theintrovertleaderCareer CoachingDo you want to take your career to the next level?Book your free career clarity call here.Referenceshttps://fortune.com/2024/07/05/job-hopping-slows-median-pay-bump-10-percent/https://www.forbes.com/sites/carolinecastrillon/2023/09/03/why-job-hopping-is-going-to-continue-for-the-foreseeable-future/EngageDon't miss our new episodes, released every other Wednesday; be sure to subscribe.Send in your career, leadership, and self-development questions, and I'll answer them on air!Email: theintrovertleader@gmail.comLinkedIn: www.linkedin.com/in/austinchopkinsYouTube: TheIntrovertLeaderSTS Career Coaching: www.sts-coaching.com

Job hopping can be great for your wallet, but is it detrimental to your career? This week, Ferris' job hopping led to pay bumps and new positions until layoffs stopped him in his tracks. Is it the key to making more money? Or does job loyalty pay off in the long run? Comedian Azhar Usman joins us to talk hustle culture. Special Guest: Azhar Usman https://azhar.com/ Hosts: Matt Sunbulli https://www.linkedin.com/in/sunbulli/ https://www.threads.net/@mattsunbulli https://www.firstdraft.vc Aaron Calafato https://www.7minutestoriespod.com/ https://www.aaroncalafato.com/ Leah Ova https://www.tiktok.com/@leahova Editorial: Matt Sunbulli Brooks Borden Ken Wendt Aaron Calafato Audio: Ken Wendt Jan Cruz Research: Zaid Safe Matt Sunbulli

  Are you ready to uncover the unexpected key to maximizing your sales compensation? Get ready to dive into a conversation that will transform the way you negotiate your compensation packages. You won't believe the game-changing strategies shared in this episode. Stay tuned to discover the secrets that will elevate your sales career to new heights. If you're feeling frustrated by missed opportunities and leaving money on the table, then you are not alone! Are you tired of negotiating compensation packages that don't reflect your true value and potential? It's time to enhance your negotiation skills and optimize your compensation packages to maximize your earnings. Let's dive in and unlock the secrets to getting the compensation you deserve. This is Devon Hennig's story: Devin Hennig, an experienced author, seasoned executive and negotiation expert, candidly shared his journey of learning about compensation through trial and error. As a former VP of marketing in various startups and public companies, he admitted to making costly mistakes in negotiating his own compensation, leaving substantial sums on the table. Drawing from his personal experiences, Devin recognized the common pitfalls that leaders encounter in negotiations, emphasizing the importance of understanding what, how, and why when it comes to compensation. His refreshing approach, devoid of traditional HR perspectives, resonates with those seeking to navigate the complexities of compensation packages. Devin's journey serves as an inspiring reminder that even seasoned professionals have faced the challenges of underselling themselves and not fully comprehending the intricacies of negotiation. His down-to-earth storytelling and relatable experiences create an engaging narrative, offering valuable insights and a fresh perspective on optimizing compensation packages. Severance is a protection piece, especially at a higher title and more senior roles. It's making things right. - Devon Hennig My special guest is Devon Hennig Devon Hennig, an accomplished author with eight books under his belt, including "The Senior Compensation Bible" and "How to Be a VP," brings a unique perspective to sales compensation negotiations. With a background as a VP of marketing at various startups and public companies, Devon learned from firsthand experiences, having left millions on the table due to negotiation mishaps. His approachable style and focus on helping others avoid similar pitfalls make him a valuable resource for understanding the intricacies of compensation packages and negotiation strategies. Devon's insights cater to both sales leaders and individual contributors, making him a relatable and trusted guide in the realm of optimizing compensation packages. In this episode, you will be able to: Master the art of negotiating sales compensation packages to maximize your earnings. Unlock the potential of equity and stock options for startup employees to build your financial future. Learn how to maximize severance in executive roles, ensuring a safety net for your career. Craft a compelling career story in sales that captivates potential employers and clients alike. Discover strategies for long-term career growth in sales, paving the way for sustained success. Key Moments: 00:00:00 - Intro

In this Screaming in the Cloud Replay, we revisit a spirited debated between Corey and the VP of Product and Industry Marketing at Google Cloud, Brian Hall.  The topic — How much time should one spend in a job? But thankfully, their conversation doesn't limit itself to just that! Corey and Brian chat about how social media's failure to capture nuance and context can lead to some unfortunate misinterpretations. Brian offers some insight on his significant amount of time spent at Microsoft under various roles. He gives his perspective on how one should optimize their career path for where they want to go, and not just follow the money. Tune in to see how Corey and Brian let the dust settle, and develop what was a disagreement into a well-rounded conversation.Show Highlights:(0:00) Intro(1:02) Chronosphere sponsor read(1:36) Job hopping vs. job loyalty(6:14) Being in the right place at the right time(9:57) Investing in the job vs. the job investing in you(13:31) Weighing the cost of job hopping(20:14) Chronosphere sponsor read(20:47) Changing jobs to get a raise(24:02) How to attract people as a cloud employer(26:31) Changing paths into the industry(30:14) What's ahead for Brian(32:33) Where you can find more from BrianAbout Brian HallBrian Hall leads the Google Cloud Product and Industry Marketing team - focused on accelerating the growth of Google Cloud. Before joining Google, he spent more than 25 years in different forms of product marketing or engineering.Brian is the father of three children who are all named after trees in different ways. He met his wife Edie at the beginning of their first year at Yale University, where he studied math, econ, and philosophy and was the captain of the Swim and Dive team my senior year. Edie has a PhD in forestry and runs a sustainability and forestry consulting firm she started, that is aptly named “Three Trees Consulting”. They love the outdoors, tennis, running, and adventures in Brian's 1986 Volkswagen Van, which is his first and only car, that he can't bring myself to get rid of.Links:Twitter: https://twitter.com/IsForAtLinkedIn: https://www.linkedin.com/in/brhall/Episode 10: https://www.lastweekinaws.com/podcast/screaming-in-the-cloud/episode-10-education-is-not-ready-for-teacherless/Original Episode:https://www.lastweekinaws.com/podcast/screaming-in-the-cloud/letting-the-dust-settle-on-job-hopping-with-brian-hall/Sponsorhttps://chronosphere.io/?utm_source=duckbill-group&utm_medium=podcast

Denmark has one of the highest job mobility rates in the world - about 20% of Danes start new jobs each year. Frequent job changes are a reflection of the Danish concept of "flexicurity" – flexibility with the security of the welfare state. As a matter of fact, if you stay in the same job for many years in Denmark, people start to wonder why.  Young people switch jobs the most, of course, but even people in the prime of their careers, as well as employees over 55, job hopping in Denmark is much more common than it is in other European countries. In the Danish job market, staying in the same job for many years, or not moving within the company, might raise eyebrows. Denmark doesn't really offer lifetime employment. In the audio version of my book, How to Work in Denmark: Tips for Finding a Job, Succeeding at Work, and Understanding your Danish Boss, now available on Amazon Audible, Saxo, Apple Books, and other platforms, I address this topic. The Danish job market is incredibly fluid, with easy hiring and firing processes, much simpler than in many other European nations, including Sweden. Being let go isn't a career killer here - it happens to most people sooner or later. Flexicurity in Denmark makes it inevitable.  The situation is a little trickier for people who are  in Denmark on a work visa. Losing a job could mean a short window to find another one before having to leave the country. It also complicates job switching, as the new employer must take over the visa sponsorship. However, once you achieve permanent residency, you can fully participate in the Danish job-switching culture. Because Danish employers can let you go at almost any time—with few restrictions—it's crucial to stay proactive as an employee. Keep your skills updated, continuously learn new things in your field, and maintain an up-to-date LinkedIn profile. 

Are traditional expectations around resignations and job stability becoming outdated? A practice owner shares their concerns about the increasing trend of employees resigning via email or text and the prevalence of job-hopping on resumes. How can we navigate these changing norms without feeling out of touch? In this episode, Maria and Andy explore how to approach these issues with empathy and strategic thinking. They discuss practical steps for interviewing candidates with job-hopping histories, setting clear expectations during onboarding, and cultivating a workplace culture that encourages retention. Maria's deep understanding of leadership and her passion for helping others develop their skills make her the perfect guide for this conversation. Maria Pirita, a Certified Veterinary Practice Manager, Elite Fear Free Certified Veterinary Professional, and former hospital administrator, joins the conversation with her wealth of experience in veterinary medicine and leadership. Maria has spent over a decade in the field and over 20 years honing her leadership skills, making her an expert in helping veterinary leaders adapt to evolving workplace dynamics. Her background in veterinary marketing, team building, and positive work culture provides invaluable insights for addressing these modern challenges. For veterinary practice owners and managers facing the realities of today's job market, this episode offers essential strategies for maintaining professionalism and respect while adapting to change. Join us as we tackle these critical issues with Maria's expert guidance.

Thanks to our Partners, NAPA TRACS, AutoFix Auto Shop Coaching, and Today's Class Joelle Pollak and Lisa Coyle, co-founders of Promotive, discuss the intricacies of technician recruitment, including red flags in resumes, the importance of cultural fit, and their process of finding and vetting candidates. They also discuss the significance of career growth, compensation models, and how shops can retain talent by adapting to modern workforce needs. Learn about innovative recruiting strategies, crucial interview tips, and the importance of providing a supportive work environment to keep talent within the automotive industry. Show Notes Watch Full Video Episode It's time to hire a superstar for your business, what a grind you have in front of you. Great news, you don't have to go it alone. Introducing Promotive, a full service staffing solution for your shop. Let them do the heavy lifting, enlist your hiring partner at gopromotive.com Red Flags in Resumes (00:02:03) Discussion on identifying red flags in technician resumes during the recruitment process. Recruitment Process Overview (00:02:46) The intake call process with shops to understand their specific needs. Job Hopping as a Red Flag (00:04:40) Lisa discusses job hopping and its implications for technician reliability and consistency. Matching Candidates to Shops (00:05:50) Exploration of how multiple shops in the same area can benefit candidate placement. Candidate Resume Updates (00:07:18) The importance of helping candidates update their resumes. Software Skills on Resumes (00:09:44) Lisa emphasizes the need for technicians to include software experience on their resumes. Engaging Passive Candidates (00:11:51) Discussion on strategies for reaching out to passive candidates and building relationships. Aftercare for Candidates and Shops (00:13:48) Importance of follow-up care for both candidates and shops post-placement. Keeping Talent in the Industry (00:14:31) The role of recruitment in retaining talent within the automotive industry. Career Growth for Technicians (00:16:30) Discussion on the importance of career advancement opportunities for technicians. Shining and Moonlighting (00:17:53) Encouragement for technicians to excel in their current roles while exploring new opportunities. Employee Growth Conversations (00:18:27) Importance of shops having growth conversations with employees to prevent complacency. Adapting to Industry Changes (00:19:29) The need for new roles in shops due to emerging technologies like EVs and ADAS. Understanding the Interview Process (00:24:04) Exploring the key questions recruiters should ask during the interview process. Candidate Guidance (00:26:13) Importance of guiding candidates on what to ask potential employers during interviews. Coaching Shop Owners (00:27:37) Discussion on the need for coaching shop owners in effective hiring practices. Compensation Conversations (00:28:25) The significance of discussing compensation models and guarantees with candidates. Simplifying Compensation Plans (00:29:34) Advocacy for straightforward compensation plans to enhance understanding among technicians. Importance of PTO (00:32:20)...

In this episode of The Veterinary Viewfinder, veterinarian Dr. Ernie Ward and registered veterinary technician Becky Mosser, RVT, MPA, dive into the hot topic of job-hopping for higher salaries. As the trend of leaving jobs within the first two years for better pay continues, they explore whether this is a wise move for veterinary professionals - and the long-term health of the profession. Join them as they discuss the potential personal implications, risks, and benefits of chasing a bigger paycheck, both for individuals and the veterinary profession as a whole. If you enjoy our podcast, please leave us a 5-star review on Apple Podcasts or your preferred platform. Your support helps us connect with more veterinary colleagues! We'd love to hear your thoughts on this topic! Please share them with us on Facebook or Instagram at @VeterinaryViewfinder or VeterinaryViewfinder@gmail.com. #veterinary #veterinarytechnician #veterinary #podcast #veterinarypodcast #vettechpodcast #vetpodcast

Episode 276 features Carla Santamaria of First Gen Coaching and Consulting. This episode is for all the 9-5ers out there. We're talking about how to double your salary. Listen now!Carla Santamaria is a Honduran immigrant who more than doubled her salary in 10 months by job hopping from higher ed to healthcare to tech. She is now a career coach on a mission to help first gen women of color job hop to six figures while protecting their peace and actually enjoying their salary and lives outside of work.Since 2021, she's helped her clients collectively increase their salaries by more than half a million dollars. Carla is also the host of The First Gen Coach Podcast, where first generation professionals learn to advance their careers, unlearn limiting beliefs, and build wealth. You can follow Carla on Instagram.For full episode show notes, visit here.Chapters00:00 - Introduction and the Benefits of Job Hopping02:49 - Taboos and Beliefs in Traditional Households06:29 - The Myth of Education as the Key to Success09:18 - The Struggle of Being Underpaid in Low-Paying Jobs15:54 - Strategic Career Moves: Transitioning to a Higher-Paying Role21:23 - Knowing Your Worth: Advocating for Higher Pay23:46 - The Desirability of Remote Work25:40 - Authenticity in Job Interviews: Being Honest About Career Goals24:13 - Strategies for Successful Salary Negotiation32:48 - Optimizing Resumes for Job Applications39:31 - Overcoming Imposter Syndrome and Owning Your ExcellenceMy new book is officially available to buy! Order Financially Lit! Today!Want our merch? Get yours here!Check out this YQD™ Sponsor:BetterHelp—Professional support when you need it, at a fraction of the cost of in-person therapy. Get 10% off your first month with our sponsor: https://betterhelp.com/dinero Become a member at https://plus.acast.com/s/YoQuieroDinero. Hosted on Acast. See acast.com/privacy for more information.

Ever wonder what it's like to break into the tech world without a fancy college degree? Marcus shares his journey from barely graduating high school to becoming a self-taught developer. Forget the typical route —Marcus shares how he went from dreaming about mechanical engineering to hitting up a coding bootcamp and scoring interviews with a killer resume. He dishes out real talk on what it takes to be job-ready versus just interview-ready and shares why knowing your tech stuff inside out is key. Plus, Marcus and Jonaed get into the nitty-gritty of DIY projects, leveling up your skills, and dodging the pitfalls of bouncing between jobs. So, if you're curious about cracking the code to a career in tech, tune in for some straight-up wisdom and hindsight advice from these two pros.Timestamps:(0:00) Introduction to the episode and today's guest, Marcus Young  (1:30) Marcus Young's background and struggles with job applications  (4:11) The reality of boot camp promises versus job market realities  (7:24) Marcus' experience with Hack Reactor boot camp  (9:41) The importance of self-learning beyond boot camp  (12:22) Addressing the lack of a college degree during interviews  (15:03) Sponsor: Get Your Dream Career Course  (15:56) Learning and upskilling techniques  (19:51) Importance of personal projects in tech  (25:51) Financial implications of job transitions  (36:56) Closing remarks and gratitude  (37:19) Sponsor: Support NoDegree on Patreon Key points discussed:The job market in 2023 and 2024 is challenging, with limited job opportunities and companies not investing as much.Having a good resume is crucial in getting interviews and standing out in a competitive job market.Being job-ready and interview-ready are two different things, and it's important to have a foundational knowledge of the technologies you work with.Projects and self-learning outside of formal education can be valuable in gaining practical skills and deepening understanding. Building your own projects is a valuable way to learn and grow as a developer.Upskilling and expanding your knowledge in different technologies can make you more competent and resourceful.Job hopping can have its pros and cons, and it's important to weigh the stability and long-term prospects of each opportunity.The job interview process can be challenging, and it's important to be prepared and adaptable.Reflecting on past mistakes and learning from them is crucial for personal and professional growth.Taking care of your physical and mental health is essential for overall well-being and success.Support/Contact Marcus:-LinkedIn: https://www.linkedin.com/in/marcusyoung777/Books and resources mentioned in this podcast:Resume course: https://bit.ly/podcastpca Need career or resume advice? Follow and/or connect with Jonaed Iqbal on LinkedIn.- LinkedIn: https://bit.ly/JonaedIqbalND Connect with us on social media!- LinkedIn: https://bit.ly/NoDegreeLinkedIn- Facebook: https://bit.ly/NoDegreeFB- Instagram: https://bit.ly/NoDegreeIG- Twitter: https://bit.ly/NoDegreeTW- TikTok: https://bit.ly/3qfUD2V Thank you for sponsoring our show. If you'd like to support our mission to end the stigma and economic disparity that comes along with not having a college degree, please share with a friend, drop us a review on Apple Podcast and/or subscribe to our Patreon: https://www.patreon.com/nodegree. Remember, no degree? No problem! Whether you're contemplating college or you're a college dropout, get started with your no-degree job search at nodegree.com.

In this episode of the Personal Finance Podcast, we are going to talk about the seven reasons why job hopping may be your best career move.  How Andrew Can Help You:  Don't let another year pass by without making significant strides toward your dreams. "Master Your Money Goals" is your pathway to a future where your aspirations are not just wishes but realities. Enroll now and make this year count! Join The Master Money Newsletter where you will become smarter with your money in 5 minutes or less per week Here! Learn to invest by joining  Index Fund Pro! This is Andrew's course teaching you how to invest!  Watch The Master Money Youtube Channel!  Ask Andrew a question on Instagram or TikTok.  Learn how to get out of Debt by joining our Free Course  Leave Feedback or Episode Requests here.  Thanks to Our Amazing Sponsors for supporting The Personal Finance Podcast. Shopify: Shopify makes it so easy to sell. Sign up for a one-dollar-per-month trial period at  shopify.com/pfp Monarch Money: Get an extended 30 day free trial at monarchmoney/pfp Thanks to Fundrise for Sponsoring the show! Invest in real estate going to fundrise.com/pfp Indeed: Start hiring NOW with a SEVENTY-FIVE DOLLAR SPONSORED JOB CREDIT to upgrade your job post at Indeed.com/personalfinance Thanks to Policy Genius for Sponsoring the show! Go to policygenius.com to get your free life insurance quote. Chime: Start your credit journey with Chime. Sign-up takes only two minutes and doesn't affect your credit score. Get started at chime.com/ Delete Me: Use Promo Code PFP for 20% off!   Links Mentioned in This Episode:  How to Skyrocket Your Net Worth By Building an Amazing Network with Jordan Harbinger Relevant Episode: The 11 Step Process to Land Your Dream Job (Step-By-Step!) Can you Get Rich at Your Day Job? (The answer may surprise you!) Connect With Andrew on Social Media:  Instagram  TikTok Twitter  Master Money Website  Master Money Youtube Channel   Free Guides:   The Stairway to Wealth: The Order of Operations for your Money  How to Negotiate Your Salary  The 75 Day Money Challenge  Get out Of Debt Fast  Take the Money Personality Quiz Learn more about your ad choices. Visit megaphone.fm/adchoices

Scott gives his thoughts on job-hopping, speaking to why you should be loyal to people and not organizations. He then offers advice to a new dad wondering how much paternity leave to take, saying that life is a series of tradeoffs. He wraps up with more advice, to a dad whose son wants to leave university early for his entrepreneurial endeavors.  Music: https://www.davidcuttermusic.com / @dcuttermusic Learn more about your ad choices. Visit podcastchoices.com/adchoices