Abhi
From a modern HR manager's point of view, both
kinds of UNDESIRABLE.
Obviously, if an executive is
. In same
company for 20 years
Or
. At same
"Design. Level" for 10 years (may be even 5 !)
Then, there is something WRONG !
Similarly, if a guy has changed 8 jobs in 12 years,
then too, there is something (terribly) wrong ! How long will he stay with us?
But then,
What is too long or too short ?
These "Concepts/ ideas" tend to become
"too subjective" and vary from one HR manager to another !
Why do these tend to become "subjective"
?
Ans : Absence of Data - with which to compare a
person.
Of course, availability of "Comparable
Data", by itself, does not make all HR managers,
ABSOLUTELY OBJECTIVE,
but, their "subjectivity" gets reduced to
a considerable extent.
· Problem
is
. When an HR
manager is going thru a resume, it becomes very difficult for him to figure
out,
. When
exactly that person joined & left each company and how long did he work at
each place.
. What was his longest "duration" &
his shortest duration and with which companies
. What was his "Ave" duration
. How many jobs did he change during his career.
The great advantage of Image Builder is that, it
presents all such data about a candidate in a very NEAT/ CONCISE/ CHRONOLOGICAL
format.
This format is very easy to grasp.
It also enables an HR managers to reach QUICK
CONCLUSIONS, as to
. Is this fellow a "Below Average"
plodder ?
Or
. a "Over Ambitious" Job - Jumper ?
Now, on top of this handy tabulation, if we also
present to an HR Mgr,
TENURE PROFILE
(See enclosure),
It would enable HR mgr. to look at this candidates
in TOTAL PRESPECTIVE,
- In
relation to other comparable executives.
Now, an HR manager has a TOOL to
. Take
quick decision (call or not call?)
. Justify
decision taken (if Boss questions !)
With TENURE PROFILE, I feel HR mgrs.
Would INSIST on Image Builders only!
h.c.parekh
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