>I haven't seen much of a bias towards seeking out a predisposition to loyalty in employees except among authoritarian small business owner types who invariably underpay.
It's easy. Some red flags:
"This is not a 9 to 5 job, you should know that. But that's normal in this industry"
"We're looking for people who are passionate about their work"
"I won't sugarcoat it, there are good and bad weeks" in terms of workload and hours
"We see a gap in your resume here a decade ago - may I ask why you took time off during this time"
etc
Those are signals.
There's a normalization of sociopathy in the hiring process. That's how we filter. Or maybe it's just financial services?
That can be a red flag for me, as a hiring manager (not withstanding what you're replying to that I wrote). But I don't see it as loyalty, I see it as, shit, will this person quit after two years, I need long term types. It takes a while to learn the infrastructure and people get ever more skilled and useful. However, if they're new to their careers, you kind of need to skip town every two years because, at least in financial services, they only pay if you quit, that's how they value your worth. Consider: new hires are ALWAYS better paid than people who stay year after year.
It's easy. Some red flags:
"This is not a 9 to 5 job, you should know that. But that's normal in this industry"
"We're looking for people who are passionate about their work"
"I won't sugarcoat it, there are good and bad weeks" in terms of workload and hours
"We see a gap in your resume here a decade ago - may I ask why you took time off during this time"
etc
Those are signals.
There's a normalization of sociopathy in the hiring process. That's how we filter. Or maybe it's just financial services?