Job-hopping without a clear reason appears unstable
At Rehwald Associates, we explain why IT experts and ESG specialists are so difficult to find, which benefits truly attract candidates – and what turns employers off.
For which positions is it currently most difficult to find candidates – and why?
Particularly challenging are IT positions, KYC experts, regulatory specialists, as well as professionals in the field of ESG and sustainability. Likewise, all front-office roles – such as sales, marketing, and client service – are not easy to fill.
The reasons include high demand combined with low willingness to change jobs, the need for specialized expertise, and strong competition from corporations and tech companies offering attractive packages.
What strategies do we use to find the right candidates?
We primarily recruit from our established network with a mix of active sourcing, existing contacts, and strong referral management. We deliberately avoid relying on job postings, since we prefer to approach candidates directly and purposefully for specific roles.
How many formal criteria should a candidate meet?
A match of around 70 to 80 percent in terms of technical qualifications is usually sufficient. Personal qualities such as motivation, willingness to learn, and team fit generally outweigh a “perfect” résumé.
Is frequent job-hopping a red flag?
Not necessarily. What matters most is the “why.” Frequent job changes that clearly show development or a learning curve can be positive. Job-hopping without any recognizable reason, however, tends to appear unstable.
Generation conflicts are a hot topic. How can employers foster collaboration across age groups?
For collaboration between different generations to succeed, an open and respectful culture is essential – there is no room for prejudice or pigeonholing.
In practice, mixed-age teams and structured knowledge transfer through mentoring in both directions work very well. Communication and digital tools should be designed so that all employees feel included. In addition, leaders must be sensitized to the varying needs and values of different generations – whether regarding career, job security, or meaningful work.
Which benefits truly attract candidates?
From our experience, three factors are most important:
- Flexibility regarding time and place,
- individual development opportunities, and
- a healthy corporate culture.
Financial benefits such as pension plans, mobility budgets, or training programs can be effective when they fit the life stage and personal needs of the target group.
