The message these recruiters are sending is that people should be jumping ship more regularly so they are not caught up in a layoff. Soon they will wonder why people are churning so much.
Well, that, or… lobby work for stronger workers rights, for example at least three months of notice before a layoff, with a proper justification presented, like it works in Western Europe. If you’re too weak individually to push that through, maybe band together with other employees?
>Well, that, or… lobby work for stronger workers rights, for example at least three months of notice before a layoff, with a proper justification presented, like it works in Western Europe.
I worked for a company that did huge layoffs and they management was so mad when they found out they had to give the French workers three months notice instead of the 4 or 5 days they gave the US workers.
There are some companies that avoid France just because of the workers rights. There are a lot of places in Europe you can get good engineers for cheap without the rights that some countries have. For better or worse this is factored into the decision making process.
Churn is great for recruiters and HR! I once worked at a startup that implemented a policy of trying to always get rid of a certain % of workers every year to make sure they only employed "the very best". PS: Every confident company thinks they only employ the very best, and who they employ or hire is usually different.
The HR people really pushed this, I think because they believed in it. But it also coincidentally gave them a much bigger role than they would have had at a small company with a stable workforce.
At Amazon, that would be called Unregretted Attrition.
So, teams are known to hire people, fully expecting to turn around and fire them before the end of the year. That way, they can provide the churn that is required, without actually losing any of the people they might want to keep.
I didn’t actually see that on either of the teams I worked on, but I certainly heard plenty about it.
