Career Stability Is Not All It’s Cracked up to Be


It’s no mystery that employers avoid job hoppers, especially when they can’t provide a valid reason for their movement. When seeking a potential new hire, employers are looking for someone who’s in it for the long haul, who they can count on in good times and in bad. Taking on a new team member is a huge investment on an employer’s part, and job-hopping is the first red flag they can easily spot with just one glance at the perpetrator’s resume. But none of this is news.


Ladies and gentlemen: there’s a new “red flag” in town. Today, what once warranted a gold metal in the employment world has become a source of contention – long tenure. Employers are hesitant to take on a seasoned professional that has dedicated over a decade of his career to one company. While hiring managers can acknowledge the loyalty of a golden retriever, they also see a person who’s resistant to change, unable to adapt quickly to new environments, and, put simply, not trainable. These veteran workingmen and women are also notorious for their incredibly high expectations when it comes to salary – there’s no negotiating with these stubborn candidates.


It seems that employers are becoming harder to please than the in-laws. So how do you achieve the right balance between job hopper and out-of-touch veteran? The trick is to aim for the right kind of longevity, the kind that shows career evolvement with both concrete contributions and behavioral growth. Instead of spending twenty years rotting away in the same position until you are able to fulfill the quotas in your sleep, employers want to see that you are constantly looking to be challenged and thrive in adverse situations. In Darwinist terms, they want to know that you’re a survivor. In order to communicate all these things, you need one heck of a crafty resume, a killer professional online brand, and solid interviewing skills.




Although golden retrievers are truly a man’s best friend (and I’m speaking from experience), employers prefer to invest in candidates who:


  • Are futuristic thinkers and unafraid to share innovative ideas
  • Keep their skills sharp and updated through continuous learning
  • Stay on top of industry trends and best practices
  • Collaborate well with others and document their contributions
  • Exude confidence in their personal brand as well as their company’s brand
  • Show flexibility and proven results as a change agent
  • Demonstrate integrity and enthusiasm in their chosen role