The Not-So-Secret Life of the Modern Employee: Job Hunting on Company Time

That TikTok video of the lady spotting her colleague at a competing bank’s interview? It’s funny, sure, but it also reflects a bigger shift happening in the job market. It’s a symptom of larger trends impacting employee loyalty, job security, and the evolving employer-employee contract. What used to be a hushed activity is now brazen enough to become social media fodder.

Frankly, my initial reaction wasn’t shock, but something closer to weary recognition. I’ve witnessed variations of this dance before. A few years back, a team member excused themselves for a “dentist appointment” only to be tagged in a celebratory LinkedIn post later that day – new job, same industry. It’s a pattern.
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Several factors drive this “eggs in many baskets” approach. The most glaring? The erosion of job security. Downsizing, restructuring, and the constant threat of automation have fostered a sense of impermanence. The old notion of staying with a single company for decades feels… quaint. Why invest all your loyalty in an employer that might not reciprocate?

Consider the rise of the gig economy. The ease of finding freelance work or side hustles normalizes the idea of multiple income streams. This spills over into traditional employment. Employees think, “If I can earn money outside my 9-to-5, why not explore other full-time options simultaneously?”

Then there’s the issue of stagnant wages. Cost of living soars, yet salary increases often lag behind. Job hopping becomes a viable, sometimes necessary, strategy to boost earning potential. Individuals understand their worth, and if their current employer isn’t recognizing it, they’ll look elsewhere. And sometimes, that “elsewhere” is scouted during company hours.
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This poses a challenge for employers. How do you foster loyalty and engagement when the underlying conditions are prompting employees to keep their options open? Throwing money at the problem isn’t always the answer. Meaningful work, opportunities for growth, and a culture that values employee well-being become paramount.

It’s worth noting that the colleague in the TikTok video casually stated he needed “to put my eggs in many baskets.” His nonchalance underscores a changing attitude. He isn’t necessarily dissatisfied with his current role, he’s simply mitigating risk. The bank probably offered a better package.

Of course, this trend isn’t without its downsides. Job hunting on company time raises ethical questions. Is it fair to your current employer to be actively seeking other employment while on their payroll? Does it affect productivity? There is a clear conflict of interest.

Moreover, the constant churn can lead to instability within organizations. High employee turnover disrupts team dynamics, increases training costs, and can impact overall performance. And let’s not forget the potential reputational damage if employees are caught engaging in such activities.

Some might argue that employers should crack down on this behavior. Implement stricter monitoring policies, increase surveillance, and punish offenders. But that feels like a short-sighted solution. Addressing the root causes – job insecurity, wage stagnation, lack of growth opportunities – is a far more effective approach.

It also requires a shift in mindset from both employers and employees. Employers need to create a work environment where employees feel valued and incentivized to stay. Employees, in turn, should strive for transparency and ethical conduct, balancing their career aspirations with their obligations to their current employer.

This requires open communication and a willingness to adapt to the changing dynamics of the job market. It’s about creating a mutually beneficial relationship, not a constant tug-of-war. The old rules of engagement are dissolving.

The TikTok video might be humorous, but it highlights a serious issue. Employees are actively managing their careers, often out of necessity, and employers need to respond accordingly. It’s not enough to offer a paycheck. Companies must cultivate a culture that attracts, retains, and empowers its workforce. Otherwise, they might just find their employees discreetly updating their resumes during that “lunch break.” The labor market is a competitive arena. This isn’t just about one bank versus another, but also about adapting or being left behind.

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Keywords: job hunting, company time, employee loyalty, job security, wage stagnation, employee turnover, gig economy, work culture