How Past Track Records Affect Employee Trust

Your CV might get you in the door, but your reputation determines if you stay. I've seen exceptional executives; brilliant CVs, impeccable interview skills, lose out on career-defining roles because of just one negative word from a past colleague or employee. Companies are smarter now. They're skipping the carefully curated references candidates provide. Instead, they're quietly reaching out behind the scenes, asking former colleagues, board members, and direct reports: "What's this person really like?" One negative feedback can erase a lifetime of carefully crafted professional achievements. Your reputation isn't just a reflection of your work; it's a reflection of who you are as a person. How you treat people when no one else is watching. Because at the highest levels, character matters more than competence. Talent can open doors, but trust keeps them open. Guard your reputation fiercely. It's your most valuable currency.

YOUR REPUTATION WILL FOLLOW YOU Reputation is everything in the industry I recruit for, and more than likely, in all industries. Real estate is a tightly connected network where word travels fast, and over the years, I’ve seen firsthand how a poor reputation can follow someone for far longer than they expect. Recently, I represented a highly qualified candidate who seemed perfect on paper. She had the experience, the skills, and the right attitude. However, during the final stages of the hiring process, the director decided to make an informal call to a trusted industry friend—an “off the record” reference check. It was then that something from her past resurfaced. Over four years ago, she had resigned from a role via email and never answered follow-up calls or saw out her notice period. She simply vanished. At the time, she may have thought it was a small decision, one that wouldn’t have long-term consequences. But it did. Based on this, the company decided not to hire her. Leaving a company on good terms is crucial because the industry is smaller than you think, and people remember how you handle your exit. A business you leave today might be one you want to return to in the future, or its leaders may move elsewhere and influence your chances down the track. Reliability and integrity matter, and consistently doing what you say you will builds trust. Employers want people who follow through, and communicate honestly. Your career is built on relationships, and your reputation is the foundation of those relationships. It can either open doors for you or quietly close them without you ever realizing it.

The Best Predictor of Future Performance: Why Past Behavior Matters in Hiring In 2022, we interviewed a candidate who everyone liked. He performed well in the interviews. However, something caught my attention: a recurring pattern in his professional history. I sent a note to the hiring manager expressing my concern: "He has consistently changed jobs in less than two years. We will be taking a chance with him. Good chance he will look for a new job in a couple of years." Despite the warning, we moved forward with the hire, hoping this time would be different. Unfortunately, I was right. The candidate left in just 18 months. This experience underscored an essential truth: past behavior best predicts future behavior. Patterns in a candidate’s career history—such as frequent job changes—are rarely random. They often reveal how someone approaches challenges, growth, and commitment. A candidate who repeatedly leaves roles within a short timeframe is likely to do so again, regardless of the circumstances of their new position. While it's tempting to believe the "right role" or "right environment" will inspire change, habits and patterns are deeply ingrained. Ignoring them when making hiring decisions can lead to unnecessary risks, turnover, and unmet expectations. The Role of Perseverance and Loyalty Two traits that consistently stand out in high-performing employees are perseverance and loyalty. Perseverance: High performers face challenges head-on and grow through them. They see obstacles as opportunities to build resilience and deepen their expertise rather than as reasons to move on. Loyalty: These employees commit to the organization, contributing to its long-term success while building institutional knowledge and trust. However, perseverance and loyalty alone are not enough. In today’s workplace, attributes like adaptability, EQ, problem-solving skills, and learning agility are equally critical. Employees must stay the course, embrace change, think critically, and collaborate effectively to drive meaningful outcomes. Career Success: Depth Over Quantity Career success is not measured by the number of roles held but by the depth of contribution and growth in each one. Staying committed to a role through its challenges, delivering meaningful results, and leaving a lasting impact demonstrate maturity and reliability. Short-term gains from frequent moves can never replace the value of building a reputation for perseverance, adaptability, and depth. When hiring, evaluate a candidate’s career history critically. Ask: Why did they leave their previous roles? How did they handle challenges and setbacks? What made them stay or go? Advice for Job Seekers The lesson is clear: focus on building a career, not just a resume. Avoid making frequent moves for small financial incentives or temporary frustrations. Employers value a steady trajectory that reflects commitment, discipline, and depth. Zinnov Shweta Sagar Kiran Ritika Karthik Amaresh