Generally speaking, many people think that the best time of year for job-hopping is March or April, which is what we often call "Gold Three Silver Four".
But I think "gold three silver four" is not necessarily the best time for cost performance. Why do you say that? Listen to me explain it to you from the perspective of team managers and interviewers.
March and April are peak seasons for job-hopping, and the main reason behind it is the year-end bonus.
Take the technical team I manage, for example, there are more than 100 people in our team. The number of people who change jobs in March and April is indeed the most.
The reason is also very simple. Generally speaking, at the end of the previous year at the latest at the beginning of the year, everyone's performance scores came out. Among them, those with good performance can leave in a steadfast and happy manner after receiving the year-end bonus. People with poor performance probably know what they have in mind, and don’t expect year-end bonuses. Maybe they will start looking for a home earlier around the Spring Festival.
There are also some people who have returned to their hometown for a year during the Spring Festival, and feel a little fluctuated in the heart of the New Year. They plan to change their jobs in a city closer to their home after the Spring Festival.
In short, in March and April every year, I am most afraid that my colleagues will tell me on WeChat.
"Is fourth brother free? I want to chat with you alone"
Every time I see a flash of a colleague's avatar on WeChat, I silently recite "It's not resignation, it's not resignation".
Although I also know that "hard-hitting camps, flowing soldiers", but facing the resignation of colleagues, especially the resignation of core backbones, I am still very reluctant to give up, and I must sincerely retain them.
To be honest, the success rate of retention is not high, so the frustration and powerlessness of not being able to retain people may make me feel bad all day and have no intention of working.
I'm so bored!
When someone quits, there are vacancies, and people need to be recruited to fill the vacancies.
Although there were many people to be recruited, there were also many people looking for opportunities at that time. HR could send me a lot of resumes every day, and there was no shortage of resumes anyway.
March and April are the busiest time for me to read resumes and interview.
It is common to interview four or five people a day. Fortunately, I was the interviewer in the final round. Some people could not make it to the final round, otherwise they would spend their whole day interviewing.
At this time, we recruit people who are the best among the best, or the one with the best price/performance ratio.
So I think:
There are a lot of job-hopping people with gold, silver and silver, and there are many positions to recruit, but there are also many candidates, and the difficulty of interviewing and applying for jobs also becomes more difficult. It is not necessarily the time with the best price/performance ratio.
Another peak season for job-hopping is "golden nine and silver ten", which is almost the same reason (because some companies have half-year performance).
Here comes the focus.
When it comes to the best price/performance ratio, I think it is one or two months after "Gold Three Silver Four" and "Gold Nine Silver Ten".
Or let’s say that our team has a lot of resumes and candidates during the peak season. Sometimes we start to squirm ourselves and always want to spend the same money to find someone who is more NB.
But the people from NB, other companies also liked it, and the other companies gave more money. The people from NB didn’t lack offers, and they didn’t come to us in the end.
Amid the chatter and indecision, the peak season quickly passed.
At this time, we are in a hurry, we have to recruit people to work quickly, and the task set by the boss must be completed. So the more anxious you are, the more anxious you are, the conditions for recruiting will be relaxed, and the salary will be negotiable, so please come and join us quickly. After negotiating the terms, I wish you could come to work next week.
Do you think that our recruitment is a bit like marrying a daughter-in-law and looking for a husband. When you are young, you are not in a hurry, but your vision is very high. The older you are, the more anxious you are...
Not only our team, but many companies recruit people like this.
Next, let's focus on the end of the year:
At the end of the year, many companies will surprise to recruit people .
For example, our department will make HC budget at the beginning of the year. Explain, HC = HeadCount abbreviation, simply the number of people and the number of pits.
If HC's budget is 100 programmers, and it's almost the end of the year, I see that there are now 90 programmers, which is 10 people short of the budget. At this time, I will try to recruit 10 more people to fill the budget. If it is not full, the budget will be reduced next year.
Therefore, the surprise recruitment near the end of the year will also be more anxious, and the recruitment conditions will naturally relax.
To sum up, I think one or two months after the peak season for job-hopping, especially near the end of the year, may be the most cost-effective time for job-hopping. For programmers, although there are not necessarily many jobs at the end of the year, most programmers are waiting for year-end awards, so the competition for job hunting is not so fierce, and the salary is easy to negotiate.
As can be seen from the picture below, the annual salary given by Offer in October and November is significantly higher than that in other months. Although it is a 16-year picture, it is not bad.
in conclusion:
- Job-hopping season, there are many jobs, and there are many people competing with you.
- A month or two after the peak season may be cost-effective.
- Especially near the end of the year, because of the budget, because others are waiting for the year-end bonus, so there are few competitors, and the salary may be a surprise.
The above is from the perspective of team managers and interview managers. For programmers, I suggest that if you plan to change jobs after a year, you can start preparing now.
While memorizing and brushing the questions, look at opportunities while changing jobs. It is not easy to find a satisfactory pit. Start early, look at more and compare and compare.
If you really encounter a suitable pit, be decisive and don’t worry too much about the year-end bonus. If the salary increase is satisfactory, go a few months earlier and the year-end bonus can be earned back.
For example, if the salary increase is more than 30%, the salary will be paid back 6 months earlier because the job-hopping bonus is missing for two months. There is a difference of 6 months between jumping in October this year and jumping in April next year. This only counts wages, not provident funds.
And in the next year of the new company, you can stay for a whole year and get a full year-end bonus.
And most importantly, it's already an advantage . For the same position and the same job, if you go to work a few months earlier than others, you will be able to get familiar with the morning hands earlier. The benefits and benefits in the future cannot be compared with the salary in a few months.
Think about it, do you have colleagues around you, both of you are similar in terms of ability and background, but because they entered the job earlier than you, they are more familiar with the business and have a better relationship with leaders and colleagues, and as a result, they are more valued , develop better.
So much to say, today's article has few words.
Fewer words, bigger things.
Hello, I'm Shimonai.
The technical director of a listed company, managing a technical team of more than 100 people.
I went from a non-computer graduate to a programmer, working hard and growing all the way.
I will write my own growth story into articles, boring technical articles into stories.
Welcome to pay attention to my official account. After paying attention, you can receive learning materials such as high concurrency, algorithm brushing notes, and classic books .
