CIO TIMES’ Post

Having been in HR for almost 15 years, I've got some ideas for why employees are leaving. Sorted out 6 different service periods and 6 different reasons for quitting! 🚶♀️𝐋𝐞𝐚𝐯𝐢𝐧𝐠 𝐢𝐧 𝟏 𝐌𝐎𝐍𝐓𝐇 Reason: HR and the team 1. Confusion about the company's training process. 2. Not able to communicate with colleagues/team. 3. You are left to struggle on your own after joining the company. 4. Feel insecure about the management of the company. 5. Not being developed by the company for new employees. 6. Toxic workplace environment. 🚶♀️𝐋𝐞𝐚𝐯𝐢𝐧𝐠 𝐢𝐧 𝟑 𝐌𝐎𝐍𝐓𝐇𝐒 After 3 months in the job, the employee finds that there is a disagreement with his supervisor's values, management style, work objectives, and work style. 🚶♀️𝐋𝐞𝐚𝐯𝐢𝐧𝐠 𝐢𝐧 𝟔 𝐌𝐎𝐍𝐓𝐇𝐒 Reason: Company's culture The company can't provides equal treatment of employees, learning opportunities, so that your dreams and the company's goals combined in order to achieve a win-win situation for personal development and corporate development. 🚶♀️𝐋𝐞𝐚𝐯𝐢𝐧𝐠 𝐢𝐧 𝟏 𝐘𝐄𝐀𝐑 Reason: Salary After a year of doing the job, the employee already has contributions, networks, and resources and wants to consider whether the pay is now equal to what is paid. Still talking about money and not heart for the company. 🚶♀️𝐋𝐞𝐚𝐯𝐢𝐧𝐠 𝐢𝐧 𝟑 𝐘𝐄𝐀𝐑𝐒 Reason: Development After 3 years, with a certain level of experience, seniority, ability, and salary, you will consider whether there is still potential for you to develop in this company, whether it will help you in your future development, and whether there are better platforms and opportunities outside. 🚶♀️𝐋𝐞𝐚𝐯𝐢𝐧𝐠 𝐢𝐧 𝟔 𝐘𝐄𝐀𝐑𝐒 To some extent an old employee with more experience and networks is satisfied with their current position and income unless a better offer is made, it is riskier to quit on your own. #CAREER #growth #Fintech #jobs

Having been in HR for almost 6 years, I've got some idea why employees are leaving. Sorted out 6 different service periods and 6 different reasons for quitting! 🚶♀️𝐋𝐞𝐚𝐯𝐢𝐧𝐠 𝐢𝐧 𝟏 𝐌𝐎𝐍𝐓𝐇 Reason: HR and the team 1. Confusion about the company's training process. 2. Not able to communicate with colleagues/team. 3. You are left to struggle on your own after joining the company. 4. Feel insecure about the management of the company. 5. Not being developed by the company for new employees. 🚶♀️𝐋𝐞𝐚𝐯𝐢𝐧𝐠 𝐢𝐧 𝟑 𝐌𝐎𝐍𝐓𝐇𝐒 After 3 months in the job, the employee finds that there is a disagreement with his supervisor's values, management style, work objectives, and work style. 🚶♀️𝐋𝐞𝐚𝐯𝐢𝐧𝐠 𝐢𝐧 𝟔 𝐌𝐎𝐍𝐓𝐇𝐒 Reason: Company's culture The company can't provides equal treatment of employees, learning opportunities, so that your dreams and the company's goals combined in order to achieve a win-win situation for personal development and corporate development. 🚶♀️𝐋𝐞𝐚𝐯𝐢𝐧𝐠 𝐢𝐧 𝟏 𝐘𝐄𝐀𝐑 Reason: Salary After a year of doing the job, the employee already has contributions, networks, and resources and wants to consider whether the pay is now equal to what is paid. Still talking about money and not heart for the company. 🚶♀️𝐋𝐞𝐚𝐯𝐢𝐧𝐠 𝐢𝐧 𝟑 𝐘𝐄𝐀𝐑𝐒 Reason: Development After 3 years, with a certain level of experience, seniority, ability, and salary, you will consider whether there is still potential for you to develop in this company, whether it will help you in your future development, and whether there are better platforms and opportunities outside. 🚶♀️𝐋𝐞𝐚𝐯𝐢𝐧𝐠 𝐢𝐧 𝟔 𝐘𝐄𝐀𝐑𝐒 To some extent an old employee with more experience and networks is satisfied with their current position and income unless a better offer is made, it is riskier to quit on your own. #Copiedpost

Having been in HR for almost 4 years, I've got some idea why employees are leaving. Sorted out 6 different service periods and 6 different reasons for quitting! 🚶♀️𝐋𝐞𝐚𝐯𝐢𝐧𝐠 𝐢𝐧 𝟏 𝐌𝐎𝐍𝐓𝐇 Reason: HR and the team 1. Confusion about the company's training process. 2. Not able to communicate with colleagues/team. 3. You are left to struggle on your own after joining the company. 4. Feel insecure about the management of the company. 5. Not being developed by the company for new employees. 🚶♀️𝐋𝐞𝐚𝐯𝐢𝐧𝐠 𝐢𝐧 𝟑 𝐌𝐎𝐍𝐓𝐇𝐒 After 3 months in the job, the employee finds that there is a disagreement with his supervisor's values, management style, work objectives, and work style. 🚶♀️𝐋𝐞𝐚𝐯𝐢𝐧𝐠 𝐢𝐧 𝟔 𝐌𝐎𝐍𝐓𝐇𝐒 Reason: Company's culture The company can't provides equal treatment of employees, learning opportunities, so that your dreams and the company's goals combined in order to achieve a win-win situation for personal development and corporate development. 🚶♀️𝐋𝐞𝐚𝐯𝐢𝐧𝐠 𝐢𝐧 𝟏 𝐘𝐄𝐀𝐑 Reason: Salary After a year of doing the job, the employee already has contributions, networks, and resources and wants to consider whether the pay is now equal to what is paid. Still talking about money and not heart for the company. 🚶♀️𝐋𝐞𝐚𝐯𝐢𝐧𝐠 𝐢𝐧 𝟑 𝐘𝐄𝐀𝐑𝐒 Reason: Development After 3 years, with a certain level of experience, seniority, ability, and salary, you will consider whether there is still potential for you to develop in this company, whether it will help you in your future development, and whether there are better platforms and opportunities outside. 🚶♀️𝐋𝐞𝐚𝐯𝐢𝐧𝐠 𝐢𝐧 𝟔 𝐘𝐄𝐀𝐑𝐒 To some extent an old employee with more experience and networks is satisfied with their current position and income unless a better offer is made, it is riskier to quit on your own. #collected

Having been in HR for almost 4 years, I've got some idea why employees are leaving. Sorted out 6 different service periods and 6 different reasons for quitting! 🚶♀️𝐋𝐞𝐚𝐯𝐢𝐧𝐠 𝐢𝐧 𝟏 𝐌𝐎𝐍𝐓𝐇 Reason: HR and the team 1. Confusion about the company's training process. 2. Not able to communicate with colleagues/team. 3. You are left to struggle on your own after joining the company. 4. Feel insecure about the management of the company. 5. Not being developed by the company for new employees. 🚶♀️𝐋𝐞𝐚𝐯𝐢𝐧𝐠 𝐢𝐧 𝟑 𝐌𝐎𝐍𝐓𝐇𝐒 After 3 months in the job, the employee finds that there is a disagreement with his supervisor's values, management style, work objectives, and work style. 🚶♀️𝐋𝐞𝐚𝐯𝐢𝐧𝐠 𝐢𝐧 𝟔 𝐌𝐎𝐍𝐓𝐇𝐒 Reason: Company's culture The company can't provides equal treatment of employees, learning opportunities, so that your dreams and the company's goals combined in order to achieve a win-win situation for personal development and corporate development. 🚶♀️𝐋𝐞𝐚𝐯𝐢𝐧𝐠 𝐢𝐧 𝟏 𝐘𝐄𝐀𝐑 Reason: Salary After a year of doing the job, the employee already has contributions, networks, and resources and wants to consider whether the pay is now equal to what is paid. Still talking about money and not heart for the company. 🚶♀️𝐋𝐞𝐚𝐯𝐢𝐧𝐠 𝐢𝐧 𝟑 𝐘𝐄𝐀𝐑𝐒 Reason: Development After 3 years, with a certain level of experience, seniority, ability, and salary, you will consider whether there is still potential for you to develop in this company, whether it will help you in your future development, and whether there are better platforms and opportunities outside. 🚶♀️𝐋𝐞𝐚𝐯𝐢𝐧𝐠 𝐢𝐧 𝟔 𝐘𝐄𝐀𝐑𝐒 To some extent an old employee with more experience and networks is satisfied with their current position and income unless a better offer is made, it is riskier to quit on your own. #collected

Ever seen a perfectly good offer—a great offer, even—get turned down? 🤔 It’s like baking a perfect cake and having someone say they’re on a diet. 🍰🙅♂️ Above-market pay alone isn’t enough anymore. Engineers are looking for growth, flexibility, balance, and meaningful work. If salary is the only selling point, you’re missing what top talent values most. 💡 Here’s how to win them over: ➡️ Lead with Purpose: Show how their work will make a real-world impact. ➡️ Personalize the Offer: Go beyond salary by tailoring benefits to what candidates value most, such as flexible schedules, professional development funds, or relocation support. ➡️ Provide Flexibility: Remote work and adaptable schedules are now expectations. ➡️ Sell the Whole Package: Highlight career growth, mentorship, and unique perks that set you apart. Winning top talent isn’t about offering the most money; it’s about offering what matters most to them. Stand out by meeting their deeper needs. 🚀 #EngineeringTalent #HiringStrategies #Recruitment

Do you think it's better to stay with one company or switch between companies, especially during the first 10 years of your career?     🔵 Advantages of staying with one company:        🔸 Deep expertise and specialization: Staying with one company can allow you to develop in-depth expertise in a specific area or technology.        🔸 Career growth and leadership opportunities: Some companies provide long-term career growth, promotions, and leadership roles to loyal employees who understand the company culture and processes.        🔸 Job security and stability: Loyalty to a company can sometimes offer more job security, benefits, and stability compared to frequent moves.        🔸 Strong network: You can build stronger internal relationships, gaining mentors and champions who can advocate for your advancement.       🔵 Advantages of moving between companies:        🔸 Broader experience: Working at multiple companies exposes you to different technologies, work cultures, and industries, which can make you more adaptable and versatile.        🔸 Higher salary potential: Moving between companies is often one of the most effective ways to increase salary, as each new role may come with a bump in compensation.        🔸 Diverse perspectives: By experiencing different environments, you learn multiple ways of solving problems, which can enhance creativity and innovation.       🔸 More opportunities to find the right fit: Early in your career, moving between companies can help you identify the type of work culture and projects that best suit your interests and strengths. —————————————————————————— #job #working #companies #careergrowth #newopportunities #diverseworkculture #companyloyalty #leadershipdevelopment

More Money. More influence. More autonomy.. How do plan on moving up in your career? 49% of people who change jobs receive a pay increase. While internal raises are in the 2-3% range, new jobs average 10-20% bump in pay. Just like companies keep a steady stream of applications coming in, you should also keep your professional presence turned on for any possible opportunity to advance. #workhumor #worklife #careeradvice #soundon

𝙒𝙝𝙮 𝘼𝙧𝙚 𝙅𝙤𝙗 𝘼𝙥𝙥𝙡𝙞𝙘𝙖𝙩𝙞𝙤𝙣𝙨 𝙎𝙏𝙄𝙇𝙇 𝙖 𝙈𝙖𝙯𝙚? You’ve been there, right? You find that perfect job, you’re excited, and then—BOOM! You’re greeted with a never-ending form that asks for everything but your blood type. Here’s the question I’ve been asking: Why does applying for jobs in 2025 feel like entering a maze with no exit? 🤯 Why does every company still want to know your life story, your favorite color, and your high school GPA (which is definitely not relevant anymore) when all you need is a simple yes or no on your application? And 𝐝𝐨𝐧’𝐭 𝐞𝐯𝐞𝐧 𝐠𝐞𝐭 𝐦𝐞 𝐬𝐭𝐚𝐫𝐭𝐞𝐝 𝐨𝐧 𝐭𝐡𝐞 “𝐞𝐱𝐩𝐞𝐜𝐭𝐞𝐝 𝐬𝐚𝐥𝐚𝐫𝐲” 𝐪𝐮𝐞𝐬𝐭𝐢𝐨𝐧… Why do companies ask for this without giving us a clue about the salary range? 🤔 𝗜𝘁’𝘀 𝗹𝗶𝗸𝗲 𝘁𝗿𝘆𝗶𝗻𝗴 𝘁𝗼 𝗴𝘂𝗲𝘀𝘀 𝘁𝗵𝗲 𝗽𝗿𝗶𝗰𝗲 𝗼𝗳 𝗮 𝗰𝗮𝗿 𝘄𝗵𝗲𝗻 𝘁𝗵𝗲𝘆 𝘄𝗼𝗻’𝘁 𝗲𝘃𝗲𝗻 𝘁𝗲𝗹𝗹 𝘆𝗼𝘂 𝗶𝗳 𝗶𝘁’𝘀 𝗮 𝘀𝗲𝗱𝗮𝗻 𝗼𝗿 𝗮 𝘀𝗽𝗼𝗿𝘁𝘀 𝗰𝗮𝗿. We’ve got everything from AI-driven recruitment tools to one-click payments—so why not streamline this process? Here’s what’s happening: ➡️ You upload your resume, but then have to manually re-enter the same info again. ➡️ “Easy Apply” exists, but it’s not always available. Why? ➡️ Asking for salary expectations without giving a range is a wild guessing game. 𝐈𝐭’𝐬 𝟐𝟎𝟐𝟓, 𝐧𝐨𝐭 𝟐𝟎𝟎𝟓. So, here’s a thought: Can we make job applications less of a chore and more about what really matters—the skills, experience, and passion people bring? 𝗜 𝗺𝗲𝗮𝗻, 𝗶𝗳 𝗜 𝗰𝗮𝗻 𝗮𝗽𝗽𝗹𝘆 𝗳𝗼𝗿 𝗮 𝗿𝗶𝗱𝗲-𝘀𝗵𝗮𝗿𝗲 𝘄𝗶𝘁𝗵 𝘁𝘄𝗼 𝘁𝗮𝗽𝘀, 𝗜 𝘀𝗵𝗼𝘂𝗹𝗱 𝗯𝗲 𝗮𝗯𝗹𝗲 𝘁𝗼 𝗮𝗽𝗽𝗹𝘆 𝗳𝗼𝗿 𝗺𝘆 𝗱𝗿𝗲𝗮𝗺 𝗷𝗼𝗯 𝗷𝘂𝘀𝘁 𝗮𝘀 𝗲𝗮𝘀𝗶𝗹𝘆. What’s your take? Have you faced the same frustration? #organisationshiring #HRProfessionals #JobApplicationStruggles #SimplifyHiring #EfficiencyMatters #SalaryTransparency #JobSearchJourney #MakeHiringBetter #PersonalBranding

✨Quiet hiring, also known as silent recruiting, is one of the recruitment strategies where a company acquires and develops new skills without hiring new talents. This opens doors to boosting the career paths of the company's existing employees by expanding their skill sets. ✨John Maynard Keynes had it wrong. In 1930, the economist claimed that in the future, capital and technological progress would ensure that everyone would work a 15-hour week and the “permanent problem” would be figuring out how to “occupy leisure”. Keynes had not accounted for today’s human resources department which is ensuring that far from having more leisure time, workers are now saddled with responsibilities above and beyond their jobs — without matching them with a promotion or a raise. ✨Welcome to the era of “quiet hiring”, a management riposte to recent employee trends such as “quiet quitting” (doing nothing more than the minimum requirements of one’s jobs), “reesenteeism” (staying in a job one loathes and doing as little as possible) and “quiet vacationing” (taking time off without informing one’s employers). In brief, quiet hiring involves eschewing the traditional route of interviewing and hiring new talent for open positions and, instead, identifying eager-to-please existing employees who can be breadcrumbed into accepting more work — “going the extra mile”, as they say on the HR floor — with the promise, fingers crossed, of being “considered” for promotions and other rewards. From the employers’ perspective, an optimum use of company resources and a convenient way to save money on hiring; from the employees’ perspective, a recipe for those familiar ailments of modern work-life — burnout, resentment, depression. ✨It is possible that those resorting to quiet hiring may not be appreciating the irony built into this latest tactic: That it could lead to overworked employees quitting, thus leading to even more open positions that would need to be filled. But for that, of course, they would have to see employees not as “resources” to be “maximised”, but as human beings with hopes and dreams of being, and doing, more than the latest task assigned to them. Editorial by indianexpress.com #QuietHiring #Recriutment.

I am tired of seeing low pay entry-level JOBS that require insane amounts of experience. Requesting 5 years experience and a Masters Degree for entry-level jobs that pays minimum is unacceptable. If it's an entry-level job, you can't require any experience. If you want experience, you should pay more than minimum salary. Salary must match value. Candidates bring skills, energy, and potential. They deserve respect and fair compensation. Employers, if you're seeking top talent, rethink what you offer. Young professionals are more than line items on a budget. Value their contributions. Invest in their growth. Transforming job requirements can build a motivated workforce. It's time to align expectations with reality. Let's champion a fairer job market. hashtag #hr hashtag #humanresources hashtag #employeeexperience hashtag #talent hashtag #hiring hashtag #leaders hashtag #people hashtag #leadership hashtag #jobs hashtag #jobseekers hashtag #culture hashtag #culturematters hashtag #business hashtag #growth