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Employee tenure: long-term relationship or short-term fling?
So, what is employee tenure? It is generally defined as the length of time an individual spends with the same organisation or working for the same employer. According to the CIPD, the most common length of service is between two and five years (22.4%) but employees with over five years’ service make up nearly 50% of the workforce (Jan-Dec 2022).
Is a long-term relationship better? You can certainly be forgiven for thinking so, as our corporate landscape often places value on long service and actively engages with strategies to lengthen or reward employee tenure. But why? Here are some key benefits of both short- and long-term tenures:
Long-term employee tenure
Increased productivity
Tenured employees tend to have a clear understanding of their roles and company goals due to their experience and time with the organisation. This familiarity with processes and procedures can allow them to work efficiently and contribute positively to productivity, as they are able to navigate the idiosyncrasies inherent in all companies. Quite often, they will have developed practices that enable the most efficient use of time to achieve objectives and outputs; and are then able to influence wider practices to spread the word.
Stability and commitment
Tenured employees will often feel more secure in their positions and so, can demonstrate greater commitment to the company. Their loyalty contributes to a stable work environment, which can positively impact team dynamics and overall organisational success. My current HR team has an average tenure of around 10 years, and this contributes to a very supportive and effective working environment – although how they’ve put up with me over the years is still a mystery!
Skill set and knowledge base
Over time, tenured employees accumulate valuable knowledge and skills specific to their roles. This expertise can not only be passed down to new hires, benefitting the organisation as a whole, but also help with integrating new technologies and processes, ensuring they work for the business. We all have a ‘go-to’ person in our companies who is the fount of all knowledge and can help give a perspective gained from years of experience and insight.
Company ambassadors
A company that retains its workforce builds a reputation for employee satisfaction. In a world where Employee Value Proposition (EVP) plays an important role in both retention and attraction, having employees who are aligned with the company ethos and happy to talk about why they’ve stayed so long, is a real asset. Plus, they are able to share this insight with new hires, acting as mentors and imparting knowledge and enthusiasm for the company.
Short-term employee tenure
So, if long tenured employees are the utopia, why does an interim market exist, I hear you ask? What about those contractors who enjoy short-term assignments or project-based roles? Well, as I mentioned earlier, there are benefits to both forms of tenure and while the above benefits can be true of long-term relationships, there is also a lot to be said for a short-term fling (from an employment perspective, I hasten to add):
Career experience
Demonstrating experience in diverse roles can make employees more attractive to potential employers, not only for permanent positions but also where a specific skill set or experience is needed. Working in various short-terms roles can help to provide this and organisations then benefit from someone who can bring real-life examples from different workplaces.
Versatility
Working across different organisations and/or industries means employees will have experience of adapting to new environments or taking on responsibilities they haven't had before. This can encourage a mindset that is open to new ideas, as well as sharing them, and so means organisations benefit from having a versatile employee who excels in new environments.
Openness
By accepting that an individual is not planning on bedding down within the organisation, employers may find a level of openness and challenge that is not there in others. The short-termer will be happy to challenge the status quo and focus on meeting the objectives in hand, even if that means coming up with new ways of working or unsettling the cart. While this might not be comfortable for all involved, it will foster an environment where ‘this is how it’s always been done’ is no longer a mantra.
Ambition and drive
Employees who are prepared to leave a company to seek new challenges or career development that is not available to them if they stay, show a level of ambition that is likely to have benefitted the company during their employment. In addition, they could well be the individuals who return to the organisation as future leaders, and so allowing them the opportunity to gain new experiences, while leaving on good terms, is a no brainer.
Final thoughts
With benefits of both types of tenure, where does this leave you? Should you be looking for a serial monogamist or a more open relationship? Well, as with most things in life, there isn’t a simple answer. It’s primarily about striking the right balance within your workforce and accepting that people have different preferences and needs.
Of course, you should be looking to encourage retention and reward those who show loyalty to the company, but you should also embrace those who leave sooner than hoped as they may one day wish to return. Many people, having gained certain skills and experience elsewhere, will fondly remember their experience at an organisation and consider rejoining. Therefore, the main thing to remember is how all employees are treated and valued during their time with you. Who knows, you may rekindle a relationship with an old flame further down the line!
Looking for your next great hire in the HR space, or looking for pastures new? Contact our specialist consultants to start the journey.
Allyship in tech careers: benefits for employers
In the tech sector, where much progress needs to be made in diversity and inclusion, allyship can solve many cultural challenges as well as create opportunities for tech-related careers.
Q: How important is allyship in the tech sector?
A:It’s no secret that businesses are struggling with digital skills gaps, which is hampering their ability to develop and remain competitive. This scramble to find tech-savvy talent means many companies are missing out on skilled professionals who have been offered higher salaries when they could instead showcase their commitment to diversity and inclusion. They could be looking to hire people who have been traditionally underrepresented in the sector, including women and people from ethnically diverse communities.
They could also invest in retraining existing staff who show enthusiasm and aptitude for tech roles. When experienced professionals mentor others, it can make a real difference to the business, not just in terms of filling jobs, but in creating a culture change where employees feel they can develop their careers within the organization.
Q: How can tech employers build a culture of strong allyship, and how does it work?
A:Allyship takes time to establish so should be viewed as a long-term investment. It involves a combination of top-down support with leaders dedicated to the in-house training and upskilling of individuals. Managers should also act as allies in support of team members taking on additional tasks to develop their skills.
Tech careers are fast-paced and require workers who enjoy learning about new developments, identifying where improvements and efficiencies can be made across the business with tech, and keeping abreast of trends. Pairing employees who can naturally form strong working relationships really helps, and the partnership should also be supported by regular feedback and measurable goals.
Consider setting up employee resource groups for underrepresented communities, where members can network and gain insight from external speakers and advocates to bolster their careers.
It can also help to cement your allyship plans by promoting it in your job adverts and on your website and social channels. It’s a great benefit so should be shouted about – especially by those who are involved. Encouraging people to spread the word on their own channels and through your employee ambassadors, can be hugely beneficial for business.
Q: What types of professionals make good allies? How should allyships be formed?
A:Anyone can be an ally, but the title is not something that can be self-proclaimed, but rather something recognized by the individual or group on the receiving end of the partnership. It is easy while having good intentions, to slip into ‘white knighting’, ‘mansplaining’, or other forms of negatively received behavior. To train yourself out of these habits, if you think you/the ally are prone, is to remember that the focus should be on the individual – their experiences, how they like to learn, and what they want out of the allyship.
It's a privilege to be asked to be an ally – and speaks volumes for the professional reputation of those selected for the role, usually by HR or senior leadership. But it’s important to be realistic about the partnership, what the ally can offer in terms of time and skills, and measurable outcomes.
Personality clashes happen sometimes, so it helps to have trial periods where both parties have time to settle into the partnership and work through any teething problems.
We’ve heard time and again from mentees how useful it has been to have that solidarity – someone in their corner giving them a professional and personal boost, and a new perspective on navigating an industry that can seem challenging at times.
Q: What forms of allyship work best – does it always have to be about practical support?
A:We’ve often found that practical and emotional support go hand in hand.
People wanting to learn new skills are often passionate about their futures and will naturally have concerns about that – as well as how they are progressing and what they want from the partnership. They might want assurances that they are on the right track, or be keen to demonstrate new knowledge. They may see their ally as someone to bounce ideas off as well as to help clarify in their own minds what they ultimately hope to gain from the relationship.
Other ways to be an ally include acting as a sponsor, a champion, or an advocate for individuals or groups. This might include promoting the allyship externally, standing up for individuals experiencing issues in their careers, or inviting members of underrepresented groups within the business to take on roles with greater visibility, at events or within internal communications.
Q: Organisations with a culture of allyship will be more attractive to job seekers. What other benefits are there?
A:Allyship is a benefit that all organizations should seek to offer. It can make the difference between an employee staying or leaving for pastures new. It can attract job seekers and inspire employees who may realize mentoring talents they didn’t know they had.
The rewards extend beyond the organization itself, into the community – and can make an employer sought out by schools, colleges, and universities who admire the principles of allyship.
Brand reputation is everything, and today’s professionals won't settle for anything less than people-first organizations.
To expedite your search for tech talent, don’t hesitate to get in touch.
Common teacher interview questions – what to ask and how to respond
When schools are interviewing potential candidates for teaching positions, not only are they looking to ensure that they meet the Safer Recruitment guidelines to protect and safeguard children, but they will also be looking to see the impact their potential new hire will have on the futures of students through their teaching.
When choosing questions to ask at interview, schools will be considering the contents of the teacher’s application form, and any candidate should be ready to expand on the contents of their application, with real-world, tangible examples.
Soft skills are essential for teachers – to be successful in their role, they need to be engaging, informative and knowledgeable, and communicating these skills at interview is crucial.
Here are seven of the most effective interview questions employers can ask.
Why did you decide to become a teacher?
Employer: This is a very important opening question. It gives you the opportunity to understand the applicant’s motivation for teaching and whether they are committed to the role. Teaching can be a very challenging job, so you’ll want to evaluate whether applicants have the passion and dedication to teach well. Teachers can be incredibly influential, so this question will help you to understand their commitment and philosophy toward teaching.
Candidate: Interviewees need to take a personal approach to this question. It’s recommended to discuss your motivation, while providing good examples from your time in previous teaching roles. The hiring manager wants to know you are committed to enriching the lives of pupils and students, so honest answers will help paint a clear picture of your journey to becoming a teacher.
What is your teaching style?
Employer: Asking about an applicant’s teaching style (known as their pedagogy) in an interview will help you understand whether their teaching style is a good match for your school, matches your goals, and if it can provide proven results. You’ll also want to measure if an applicant’s answer portrays a teaching style that engages, energises, and empowers your students.
Candidate: This question can be hard to define and answer. You’ll do best to be honest about your style and mindset when teaching, drawing upon examples of lessons to demonstrate your abilities. Interviewers want to know how you support students inside and outside the classroom. You’ll need to demonstrate your flexibility and ability to differentiate to meet the needs and learning styles of your students – it’s about being adaptable.
Tell me about a time you’ve handled a difficult parent/child/colleague.
Employer: Dealing with challenges can be hard in all professions, especially teaching as it can come from various sources: fellow teachers, parents and the students themselves. The best candidates will use the STAR method. This involves describing the situation, task, action and result – allowing you to get clear examples. This question will help you to understand how a candidate handles difficult situations and if their methods match your standards.
Candidate: Hirers want to hear that you’re aware of the difficulties in your teaching role, or teacher training if you’re newly qualified – and that you have the motivation and ability to manage. Describing how you successfully dealt with a difficult situation to a positive outcome, with relevant examples, can help ensure that the interviewer understands how you respond when faced with a problem. All situations are different, so make sure you emphasize the ones that required a calm and authoritative approach to solve.
How do you evaluate students’ progress?
Employer: Data analytical skills are essential to determining grades and other indicators of progress as classroom technology improves. Being able to create a strong learning environment is crucial – and comes down to being able to evaluate the progress of students and react accordingly. This question allows you to learn more about an applicant’s process for monitoring, tracking and acting upon students’ academic and developmental progress.
Candidate: This question gives interviewees the chance to discuss lesson plans and highlight the methods for managing students’ development and progress. Consider using previous examples, explaining the type of activities and assessments you used to analyse students’ strengths and weaknesses throughout the academic year and beyond. Give insight into how you use reports, projects, and group work to determine what’s needed to enable students to succeed, both in the classroom and in their final results.
How do you motivate parents to support their children’s education?
Employer: Getting parents to be involved in their child’s school can be hard, but it’s an important part of a student’s educational growth. Asking this question allows you to gain an understanding of a candidate’s methods for engaging parents in schoolwork. Encourage applicants to share their best practice examples and outline what the end results were, while explaining the reasoning behind their methods.
Candidate: The teacher-parent relationship is vital but can be hard to navigate. Interviewees are encouraged to answer this question with examples where possible. It’s important to be empathetic to the situation and understand the parent’s motivations. Interviewees should consider mentioning techniques such as keeping regular contact with parents, providing helpful updates on both positive and negative events, and assisting parents with resources that can be used at home.
Can you tell me about one of your biggest achievements in teaching
Employer: Asking applicants to talk about their past achievements will help you further understand their motivation and what they value highly. This question will give a clear indication of what achievement means for an applicant and how relevant it can be to your team’s needs. Look out for answers that solved a problem or explain the outcome – did it help the school improve? Did it help a student overcome challenges? Are there measurable results?
Candidate: This question gives an interviewee the chance to share details of how they’ve helped students or schools improve. This could be examples of where you have helped a specific student, or a whole class, but it is important to talk about concrete outcomes. Talk about how the achievement helped you reflect and grow as a teacher and a person. If you’re in teacher training, you can still talk about past achievements – from a recent placement or when studying at university. This is your opportunity to sell your accomplishments so far.
What is a teacher’s responsibility in protecting children?
Employer: Anyone who works in an education setting has a duty to protect the well-being of children who attend, and so teachers should expect schools to ask this question. In any teacher interview, there should be a question about safeguarding and duty of care to vulnerable people. This line of questioning will reveal whether an applicant has the necessary safeguarding knowledge, and if they know how to identify, recognise and act upon any concerns, and also alert the school to any possible concerns with the applicant.
Candidate: Interviewees should prepare for this question by understanding current safeguarding policy – preferably that of the school to which you’re applying. Approach any safeguarding questions by demonstrating that you understand the issue at hand, have a solid grasp of the responsibilities of a teacher and know how to act if any issues arise. It’s important to also mention your most recent training dates, and any additional responsibilities that you have had, such as pastoral lead or safeguarding lead roles.
No interview is the same – but one thing interviewers should be interested in is how interviewees present themselves and the way they answer the questions. Answers should be sufficiently detailed to show clear understanding and should include examples when possible. Applicants are encouraged to think before giving a well-structured answer, while being not afraid to ask for clarification if the question is unclear.
Within the education sector, the interview process is most effective as a two-way street, as teachers are also evaluating whether a specific school is the right one for them. As such, throughout the recruitment process, it’s important for the school to be welcoming, and to ensure that they give teachers plenty of opportunity to ask questions of them too.