According to CNN\u2019s analysis of a LinkedIn study, millennials switch jobs an average of about four times in their first 10 years in the workplace. \u00a0This is a dramatic increase over the previous generation, which averaged just two job changes in their first 10 years.<\/p>\n
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Like butterflies flitting from flower to flower, it is difficult to predict how long a millennial will stay at a certain job. \u00a0And that is a scary thing for hiring managers, both in general as well as in procurement.<\/p>\n
I have to admit, I\u2019ve used length of employment as a criterion in my own employee hiring practices. \u00a0I mean, let\u2019s face it, if a candidate only spent 18 months at each of his\/her last three jobs, what are the chances that s\/he will remain at your organization any longer? \u00a0Unlike the stock market, I do believe that \u201cpast performance is an indicator of future performance\u201d when it comes to employment matters.<\/p>\n
I also believe that there is probably a time span of employment where it is not worth hiring someone. \u00a0If you have to replace someone after 18 months, that\u2019s a lot of wasted effort. \u00a0Not to mention the risk that 18 months is just enough to mess things up quite a bit! \u00a0Where that worth it\/not worth it demarcation point is, I\u2019m not sure. \u00a0But I know that it\u2019s no fun if you are screening resumes and interviewing all the time instead of doing, you know, actual work.<\/p>\n
But what to do if all of the candidates for a purchasing job are \u201cprocurement butterflies?\u201d<\/p>\n
I prefer two options: \u00a0keep looking or work on your own leadership.<\/p>\n
Work on your own leadership?<\/p>\n
Yeah. \u00a0Because the old saying still rings true: \u00a0\u201cPeople don\u2019t quit jobs, they quit bosses.\u201d<\/p>\n
So, in this world where good workers are comfortable job hopping in the blink of an eye, leaders need to challenge themselves to be the \u201cboss no one wants to quit.\u201d \u00a0In fact, staff retention rate is a good metric for evaluating one\u2019s leadership abilities.<\/p>\n
The butterfly trend doesn\u2019t seem like it will reverse anytime soon. \u00a0And procurement is not immune.<\/p>\n
While I don\u2019t recommend succumbing to the trend and hiring any procurement butterfly \u2013 time span of employment is still a valid candidate evaluation criterion \u2013 I do think that you can always work on building the type of \u201cflower\u201d that the butterfly doesn\u2019t want to leave.<\/p>\n
Recommended Reading<\/b><\/p>\n
Upcoming Webinar: Key Elements of Effective Negotiating<\/a> According to CNN\u2019s analysis of a LinkedIn study, millennials switch […]<\/p>\n","protected":false},"author":12,"featured_media":4137,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[],"class_list":["post-3573","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-procurement"],"yoast_head":"\n
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