“In the hiring process, hurry calmly!”

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🌟 Kathy Fyock writes in the book 53 Strategies for Hiring the Best: Some time ago, the CFO of an insurance company told me an interesting story. He had received a résumé that looked excellent and complete. The candidate’s qualifications and education were perfect. After a phone conversation with the candidate, the CFO became even more convinced that this was exactly the person he wanted.

🌟 Since he had been searching for such a candidate for months—and was sure someone like that wouldn’t stay unemployed for long and competitors would quickly hire him—he decided to move forward with the hire.

🌟 However, the insurance company had strict hiring policies, and the background‑check process was long and time‑consuming. The CFO worried that he might lose the candidate.

🌟 Still, with no other choice, he waited for HR to complete the background check. The results revealed that the candidate had been imprisoned for embezzlement and had sent the résumé from prison—and that his extensive experience in embezzlement had made him quite knowledgeable in financial matters.

🌟 This experience, and others like it, reminds us that even when we feel pressure to hire quickly, we must not rush the hiring process—especially the background‑check stage.

🌟 Psychologists confirm this as well, noting that the best predictor of a person’s future performance is their past performance.

🌟 Since only a small part of a candidate’s past appears on their résumé, we must calmly and patiently investigate the rest of their background.

“HR experts say loyalty no longer has any meaning!”

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🌟 According to a survey conducted in May by the platform WorkProud with 1,000 full‑time employees, only 23% of workers aged 42 and under expressed interest in staying long‑term at their company. For employees aged 30 and under, this number dropped to 18%. In the 1980s and 1990s, things were completely different. People were simply satisfied to have a job and receive a paycheck. But today, attitudes toward work have changed.

🌟 Rick Garlick, senior researcher at WorkProud, says: “These findings highlight the changing nature of loyalty in the workplace, especially among younger employees. Since younger workers prioritize factors such as work‑life balance and company culture, employers must adapt their strategies to meet the evolving needs and expectations of this generation.”

🌟 How much is loyalty worth? In an era where job‑hopping—especially among young people—is on the rise, does loyalty even mean anything in the corporate world? Jerome Zapata, HR director at the investment firm Kickstart Ventures, says “no.” Employees who frequently change jobs often receive better pay because when they join a new company, they have more leverage to negotiate from a position of strength. Additionally, when a job candidate switches roles frequently, they gain a competitive advantage because they acquire new experiences in each previous job.

🌟 Of course, constant job‑hopping can also be a negative sign. For those who are new to the job market, moving from one job to another is acceptable. But for individuals in senior or leadership roles, loyalty is an important trait that companies look for. Therefore, employees must weigh the pros and cons of frequent job changes and make a thoughtful decision.