Young workers and the price of job hopping
Many young workers constantly change jobs to find new experiences, so they have few opportunities to participate in large projects, handle complex technology problems or develop deeply in expertise.
Lessons from "clumsy" CVs
Mr. Nguyen Minh Duc, 24 years old (Lang ward, Hanoi), is a Front-end programmer. After 2 years of graduation, he has worked at 4 companies, each place for only about 5-6 months. Therefore, he has not had the opportunity to participate in large projects or develop deeply in expertise.
Enthusiasm for the new environment gradually gives way to work pressure. Choosing to quit instead of overcoming challenges makes many young workers lack depth in their competency profiles.
Mr. Tran Minh Hoang, 26 years old, is a programmer who worked at 5 companies for 4 years after graduating. Every time he faces schedule pressure, he chooses to quit his job to find a new environment. However, when it comes to large projects requiring complex system optimization, he realizes that his knowledge is still only at the level of building basic interfaces.
Not only in the engineering industry, the creative and media fields - where Gen Z is the majority - are also clearly affected by this trend.
Ms. Tran Le Ngoc Anh, 25 years old (Cau Giay ward, Hanoi), once thought that many job changes would help her profile become richer. However, when applying to a large company, she was commented that her profile was "thin, lacking depth", and the campaign indicators did not show the ability to create value.
I realized that job hopping is too fast, causing me to lose the opportunity to train strategic thinking" - Ms. Ngoc Anh shared.
Employer says "no" to broken resumes
Mr. Do Anh Dung - Human Resources Director of NHNTech Company (Ba Dinh ward, Hanoi) - said that his company does not appreciate "diverse experience" if that experience does not bring accumulated value.
Too many job changes show that candidates lack commitment and easily give up when encountering difficult problems. Recruiting and training a new personnel is very costly and time-consuming for businesses, especially in the IT industry when personnel need at least 2-3 months just to grasp the system infrastructure and codebase (source code compilation) of the project. A CV showing that a candidate changes companies continuously after 3-6 months is a very big minus point. Facing two applications with the same ability, we always prioritize people with long-term attachment" - Mr. Dung said.
Sharing the same view, Mr. Vu Quang Thanh - Deputy Director of the Hanoi Employment Service Center - shared that the perspective is open but also full of orientation for young workers.
Mr. Vu Quang Thanh said that Gen Z's desire to find a dynamic working environment that suits themselves is a legitimate need. However, young workers need to clearly distinguish between "experience for development" and "running away from pressure".
Short-term comfort when switching to a new environment easily creates a false feeling that you are moving forward. But in fact, the value of a worker in the recruitment market lies in core competence, from the ability to solve complex problems, in-depth thinking and practical work results. These values can only be trained over time, perseverance and going through all job cycles at an organization" - Mr. Thanh said.
On that basis, Mr. Thanh advised that instead of rushing to change jobs whenever encountering difficulties, young workers should learn how to face and overcome challenges in their current positions. Even, they should proactively take on more tasks, deepen their expertise to create a burden for themselves before thinking about finding a new destination.
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