There was a time when employees expected to work for one company for years, if not their entire career. It showed stability and loyalty and you were rewarded for spending your career providing value to that company. Likewise, HR valued loyal employees versus job hoppers. The stigma with job hoppers was they probably don’t get along with others, can’t meet the job requirements, are unfocused, and/or not committed to the company.
Is there still some value in the 20th century HR wisdom regarding job hoppers as taboo, or is there a strong case for considering the 21st-century intentional job hopper? If we told you that today’s job hoppers had excellent soft skills and expertise, were laser-focused, and committed to adding value to your company? Would that change your mind? Today’s intentional job hoppers are driven to succeed and switch jobs frequently to chart their career path. Not because the work isn’t interesting or they don’t perform well, but because the next opportunity offers growth potential, new responsibilities, better salary and incentives. Those are powerful motivators to consider a job move.
We all know that when unemployment numbers are low it’s a candidates’ market. They are in the driver’s seat, have more negotiating power and quite honestly, don’t need your job. On the other hand, you are trying to fill a key position in your organization and you’re actively seeking strong candidates to join the team. So, if a job hopper’s resume came across your desk today, would you give that candidate as much consideration as a non-job hopper? We say, “yes you should!”
With diverse experiences and a variety of skills accumulated, job hoppers are agile, ever evolving and can quickly adapt to your environment to bring immediate value. In this decade of the “roaring 20s” job hoppers may bring the best perspective you might need to edge out the competition.
Gen X (Millennials), Gen Y and Gen Z are the most likely generations to job hop. A recent Gallup report reveals that half of the millennial generation – born between 1980 and 1996 – are unattached to organizations meaning they do not see a future with a company. Only three in 10 are emotionally and behaviorally engaged in their job and company. As Gen Y enters the workforce, job-hopping is becoming the norm. Baby Boomers used to be the least likely generation to job hop but that, too, is changing.
What are Job Hoppers Seeking?
Besides an increase in earnings and growth opportunities, common reasons people quit include:
- Poor management
- Little or no employee recognition
- Flexible work/life balance
- No company culture, or a toxic culture
What Can You and Your Company Gain by Hiring Job Hoppers?
When considering the resume of a job hopper, ask yourself what you will gain by hiring this candidate:
- They are often top performers.
- They manage change well, are highly adaptable and ramp up quickly.
- They are confident and risk-takers.
- They bring useful perspectives from previous job experiences.
- They have a strong network.
The business world keeps shifting. Generational changes in the workforce along with the gig economy are have hiring managers revising how they perceive job hoppers. Don’t overlook the benefits they might bring to your business development objectives.
Your HR department is instrumental in recruiting the strongest candidates for your open positions. Is hiring a job hopper a good idea? Casey Resources knows the right questions to ask to differentiate a star performer from a poor candidate. Call us today.