With recent trends, rapid change and shared economies throughout the world today, our values have changed. Instead of owning we now wish to share products and services. Today this novelty has widened across many fronts and is no longer just about books and music. In Sweden, we buy more clothes and garments than there are people with the ability to consume them. Waste of resources and products. We do not own and buy as much. For example, the new trend is instead to “rent / borrow clothes for the party, work and leisure. In the same way that we lease a car or staff or staffing / interim solutions instead of just hiring or owning. For example, Filippa K has rented out their clothes immediately after the last fashion show direct from the catwalk during fashion week. Or Netflix where we rent our home movies from the couch instead of going to a video store, or Spotify, where we are downloading what we wish from an endless variety rather than go and buy our own record collections, that was earlier our pride to show off in our homes. Today we have moved our listening to digital platforms and suddenly accept paying for single songs. Even encyclopedias have become extinct. Today we just Google the information we need.
SHARING OF ECONOMY IS HERE TO STAY
Within the recruitment industry, interim solutions have begun to take shape on the side of or as a complement or even substitute for a regular recruitment. Sharing of economy is here to stay and will probably be developed in a number of other contexts and areas beyond music, cars, apartments and interim solutions in the future. The era of interim solutions’ also comes at a time when the length of last employment has increasingly questioned. Fewer people question whether it will affect their CV negatively if they take an interim job for 1 year.
“HOT PROPERTY “
E-commerce managers are hired on a continuous basis today and have contributed to the fact that it is no longer considered as a merit to remain for lengthy periods at the same job. These candidates are ‘hot property’ on today’s labor market and head-hunted quickly from one employer to another by all sorts of tempting offers. This has in turn led to their CVs have many short-term employments. This is something that only a few years ago was referred to as a “drifter” and a “disloyal” profile. Today the same profile is considered to be a young, hungry and “hot” candidate who works in IT and e- com.
A FIRED CEO IS NO LONGER CONSIDERED STRANGE
CEO/Managing Director CVs have also changed over time. 10-15 years ago we hardly considered interviewing someone who had been fired as CEO. It was considered “embarrassing and strange” – in Sweden no one was fired that way. In recent years people no longer find it strange that the President “has got to go / got fired.” It is seen as more American today to “agree to disagree” and rather as something strong and impressive about it because leadership was “told off” through demonstrated civil disobedience. It is seen as a strong person who dares to stand up for their opinion. At least if the person receives a new, attractive jobs within 1-2 years. After 2 years we instead consider the person to be “outside the system” and not equally attractive as before. Otherwise one must be able to demonstrate that they have worked as a successful consultant, or the like during this period.
That the CEO gets fired, or chooses to leave after a few years is not considered strange these days. A CEO who sits longer than five years in the same position feels more unusual, in general.
There are always exceptions, as with a family business or equivalent working conditions in terms of loyalty. Working as a CEO today is regarded more as a brief “mission” than a lifelong relationship that will generate a gold watch as thanks for 25 years.
TIMES CHANGE AND WE WITH THEM. . . . .
Career mobility also allows more people the courage to break new ground, dare to take sabbaticals, retrain, and even change careers multiple times in a lifetime. Nothing is impossible and everything is possible. The freedom to dare to choose is strong, but so is the fear of getting too little time to “prove themselves”. 100 days and then the honeymoon is over, is a common expression that can spur on some new CEOs, but also intimidate others.
What do you think? Should we hold on to the idea that one should stay at least 5 years at every job in order to now be considered a jumper or drifter; or is it okay to move on every two years and even more often as with IT / e-commerce? What are the pros and cons?