Should we job-hop at the end of the year?
In the fourth quarter, I start to hear the perplexed voices of candidates whether they should continue with their current job or start outlining for the early next year’s job-hopping plan. Are there fewer opportunities at the end of the year? Is it such a pity to lose abundant end of year bonus?
The frequent main concerns for the candidates are the following:
- Abundant year-end bonus
- There must be a lot of new job opening at the beginning of the year
First of all, many candidates will be more concerned about the year-end bonus. It is unnecessary to give up the appropriate new offer just because of the year-end bonus. In fact, the year-end bonus is a short-term concept, while the new opportunity is a long-term investment. In fact, each candidate will negotiate the final salary before receiving the offer. If they leave the old employers earlier, does it mean that they can enjoy the new benefits earlier? The year-end bonus for many companies in the industry may not be a simple concept of one or two months, and even 100% year-end bonus, which is indeed not a small sum of money in the short term. However, quite a few companies now have to make a certain percentage of compensation before the end of the year in order to attract talents, which can be sought after in the post-communications period.
Secondly, why do you believe that it is an appropriate opportunity for job-hopping at the beginning of the year or after getting your year-end salary? In fact, there are no off-season or peak-season divisions for the job hunters, but instead the candidates have very strong off-season and peak-season divisions. Job openings may be affected by the environment of the industry, and influenced by the corporate policymakers. It may also be affected by the mobility of the existing staff. The industry environment will affect the operation of various enterprises, whether needing to expand the use of manpower, and the company's policy makers will audit increased posts based on the specific situation. In-service employees, i.e. the candidates mentioned herein, have the hesitation and caution for the jobs with the situation where there is nobody to spare. As a result, market liquidity will be relatively slow at the beginning of the year.
In short, thinking about the time and cost required for you to meet a good opportunity, not everyone can find the appropriate post as soon as he or she sees the right opportunity. Instead of pondering whether there will be a better chance next year, it is better to think carefully about their job-hopping motivation, and the level of attraction of the current position. As for the year-end bonus, there are now many companies putting year-end bonus in next March to June. If the year-end bonus becomes your main concern, the retention given by the employer when leaving may make you more hesitant. Therefore, now that you've decided to leave and have your own clear career path, consider the potential return on your investment in the near future.
