
Olga started her HR career back in 2002 at Administrator level and worked her way up to Human Resources Manager responsible for managing the entire HR life-cycle in a fast-paced tech environment. Olga has presented at many tech events and has conducted TV and radio interviews as well as producing internal and external promotional videos to promote the employer brand.
After leaving the software sector Olga worked in the public sector in an interim Employee Relations position before moving to Phoenix Natural Gas as Human Resources Manager responsible for both HR and payroll. Here Olga digitised the recruitment process and created a health and wellbeing strategy among other things.
Still within the utilities sector, Olga moved to firmus energy as HR Manager in August 2019 where she focuses on employee engagement through an array of engagement interventions.
Olga has a BA Hons in Sociology and a Post Graduate level Diploma in Human Resource Management. She also holds a NEBOSH certificate in Health & Safety Management and is a member of the CIPD.
Olga strives to add value to any organisation she works in with the genuine belief that employers have a duty to create an environment where people want to come to work every day and contribute to the success of the organisation; just like the janitor in NASA!
Have you ever looked at a CV and been put off by the number and frequency of job changes? I know I have and certainly this will be a red flag to most hiring managers. But should it be, or are we being unfair?
There’s no doubt, job-hopping gets a bad rap. If often conjures up the image of an entitled, lazy millennial with no staying-power and we don’t want to take the risk of hiring them only for them to leave soon after. But is this a fair assumption?
Changing jobs frequently, especially early in someone’s career can be really important in terms of providing opportunities for career progression and growth. Gaining experience in different organisations and industries will certainly enhance experience and skills as well as salary progression. Every candidate should be reviewed on their own merit and in line with short-listing criteria. Choosing not to interview someone based on the number of jobs they’ve had is missing the context and any perceived notions about why someone has moved jobs a lot will become clear at interview. It does not automatically indicate lack of commitment.
When we consider the reasons why someone may move job, aside from salary and career progression there is every possibility that it may relate to refusal to settle with being unhappy at work whether that be due to a toxic culture, bad manager or poor work design. In fact, we should be commending someone for not tolerating this or where they’re no longer challenged or are under-valued or are seeking a more diverse and inclusive culture. Good for them!
When we compare the candidate with over a decade of experience for the same company with the candidate that has moved jobs a number of times within that period we need to be open to the possibility that both may be equally as experienced, competent and hard-working. Lone gone are the days of a career for life and employers should be mindful of this.
So the next time you or a hiring manager raise your eyebrows at the number of job hops on a CV why not regard this as a potential positive and an indication that this candidate might be able to offer bags of experience, be very career focused and hungry for progression; all the attributes of the perfect candidate especially in the current climate when we face such difficulties attracting talent into our organisations.
Useful Reading:
Employer Brand https://www.cipd.co.uk/knowledge/fundamentals/people/recruitment/brand-factsheet#gref
Getting, developing and keeping the right people https://www.cipd.co.uk/knowledge/fundamentals/people#gref
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