When I started my career in recruitment over 20 years ago, the professional landscape was vastly different. Longevity in roles was celebrated as a sign of commitment, reliability, and expertise. Staying with one company for 10, 15, or even 20 years was not just common but often expected. Career progression typically followed a linear path, with promotions based on tenure, loyalty, and steady progression within the same organisation. Fast forward to today, and the professional world has shifted significantly, with shorter tenures and more flexible working arrangements becoming the norm.
The Shift Towards Shorter Tenures
In the modern workplace, staying with one organisation for decades is increasingly rare. The average tenure in a single role is now around four years, with younger generations averaging even less. Job hopping has evolved from being viewed as a red flag to being seen as a valuable way to gain diverse experiences, expand skill sets, and adapt to different industries and workplace cultures.
This shift has also been accelerated by external factors. Contract roles have become more prevalent in certain industries, particularly in tech, creative, and consultancy fields, where project-based work is common. Additionally, the pandemic caused significant disruptions, with many professionals losing their roles or choosing to make career changes amidst the uncertainty. These factors have reshaped how people approach their careers and how employers view job tenure.
The Benefits of Diversity in Experience
Exposure to multiple companies, industries, and cultures can be incredibly enriching. Each new role offers an opportunity to learn new systems, adopt different approaches, and collaborate with people from a variety of backgrounds. This breadth of experience creates well-rounded professionals who can bring fresh perspectives to problem-solving and innovation.
Moreover, switching roles more frequently enables individuals to adapt quickly to change—a crucial skill in a world where industries are constantly evolving due to technology, market shifts, and globalisation. For many candidates, this diversity of experience has become a key selling point in demonstrating their value to potential employers.
The Challenges of Recruiting for Longevity
Despite these benefits, some companies remain cautious about hiring candidates with shorter tenure stints. For organisations still focused on longevity, professionals with varied career paths are often seen as risky investments. These companies worry about turnover, fearing the time and cost spent onboarding and training might not yield long-term returns.
This approach, however, can lead to missed opportunities. Contract roles and short stints are not always indicative of a lack of commitment; they’re often a reflection of the changing employment landscape. Project-based contracts, interim positions, and redundancies during COVID have left many talented professionals with career histories that don’t align with traditional notions of stability.
By dismissing candidates based on tenure alone, businesses risk losing out on individuals who bring fresh ideas, adaptability, and a wealth of transferable skills gained from working across various industries and environments.
What We Lose Without Longevity
While shorter tenures have their advantages, there are undeniable benefits to staying with one organisation for an extended period. Longevity in a role allows employees to develop deep institutional knowledge, build lasting relationships, and grow within a company’s culture and structure.
Some of the most successful career progressions I’ve seen are those where individuals have stayed with a company long enough to witness and contribute to its evolution. They’ve been able to take on leadership roles, mentor others, and leave a lasting legacy. These professionals often gain a nuanced understanding of an organisation’s challenges and opportunities that simply isn’t possible in shorter stints.
From a company’s perspective, longer tenures foster stability, consistency, and the ability to nurture talent over time. It also enables leaders to create a culture where employees feel invested in the long-term success of the business.
Striking the Balance
For businesses, the challenge is balancing the need for loyalty and longevity with the recognition that short-tenured candidates often bring diversity of thought, innovation, and adaptability. This requires companies to look beyond CVs and tenure statistics, focusing instead on a candidate’s skills, achievements, and potential.
Organisations that adapt to this mindset are more likely to tap into a wider talent pool. Instead of discounting candidates with non-linear career paths, businesses should embrace them as an opportunity to inject new ideas and approaches into their teams.
Similarly, professionals navigating their careers today must strike a balance between gaining diverse experiences and demonstrating value through meaningful contributions. For candidates with varied tenures, it’s crucial to highlight the skills and insights gained from each role and to showcase how these experiences translate into long-term value for potential employers.
Reflecting on 20 Years
Looking back over the past two decades in recruitment and talent, I’m struck by how much the landscape has changed. While longevity in roles may no longer be the norm, the career disruptions caused by global events like COVID and the rise of contract work have made it clear that traditional notions of career progression need to evolve.
As recruiters, our job is to help both candidates and companies navigate this shifting landscape. It’s about supporting businesses in understanding the richness that comes from diversity in experience while helping candidates tell their stories in a way that highlights their adaptability, achievements, and long-term potential.
So, whether you’re looking for your next opportunity or hoping to attract talent in an ever-changing market, remember this: the value of a career isn’t measured in years—it’s measured in the impact you’ve made, the growth you’ve achieved, and the legacy you leave behind.
