Hi Friends,

Even as I launch this today ( my 80th Birthday ), I realize that there is yet so much to say and do. There is just no time to look back, no time to wonder,"Will anyone read these pages?"

With regards,
Hemen Parekh
27 June 2013

Now as I approach my 90th birthday ( 27 June 2023 ) , I invite you to visit my Digital Avatar ( www.hemenparekh.ai ) – and continue chatting with me , even when I am no more here physically

Wednesday, 15 September 2004

STUCK TOO LONG? OR A JOB - JUMPER ?

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