Published 13.03.07, 12:00 AM

[+uc(substr('A SLEW OF NEGATIVES How job hopping colours views A perception of volatility: People seldom realise the amount of money it takes to bring in and train someone new and set them up within the company structure. As a result, no sane employer wants to take on someone who has a history of disloyalty. A perception of incompetence: What else is an employer to think when you have work experience at 10 firms? You look bad and incompetent. Reality may tell another tale, but the perception is that you are a job slut who did not perform. A perception of impropriety: It is similar to incompetence, but much worse. This is the perception that you are not just a risky hire but also a dangerous one. A lack of structure and growth in your life: Unless you fall into the miniscule minority with the mental fortitude to withstand multiple job changes year in and year out, relentless change is going to take a toll on you at some point. It can hit your friendships, personal relationships and your overall sense of wellness. Source: AskMen.com',0,1))+][+substr('A SLEW OF NEGATIVES How job hopping colours views A perception of volatility: People seldom realise the amount of money it takes to bring in and train someone new and set them up within the company structure. As a result, no sane employer wants to take on someone who has a history of disloyalty. A perception of incompetence: What else is an employer to think when you have work experience at 10 firms? You look bad and incompetent. Reality may tell another tale, but the perception is that you are a job slut who did not perform. A perception of impropriety: It is similar to incompetence, but much worse. This is the perception that you are not just a risky hire but also a dangerous one. A lack of structure and growth in your life: Unless you fall into the miniscule minority with the mental fortitude to withstand multiple job changes year in and year out, relentless change is going to take a toll on you at som

By The Telegraph Online

HR MATTERS 22-11-2005