What does the term “Job Hopper” means? Well, a person who frequently changes job, commonly 2-3 jobs every year. Millennials are usually considered as the noncommittal, job hoppers, but according to a study conducted by the Washington Post, millennials are changing jobs less frequently than boomer parents. Irrespective of which generation is guilty of this kind of behavior, the reality is that it has taken root in our candidate driven market. And the chances are it will not disappear anytime soon.
The unemployment rate is low while multiple jobs are going unfilled due to lack of talent. Around 40% hiring managers consider job hopping with negative perception as this behavior can repeat itself further. When recruiters are making effort to get good recruitment choices with higher retention, this fear becomes obvious. Despite this, rejecting frequent job changes can lead to missing out of exceptional talent. Recruiters are struggling in filling the technical position and the talent pool is slim.
Well, if the companies overlook the years of the stigma attached with job hoppers, it can bring a lot of value to your business. Some of them are as follows:
- They bring competitors knowledge
- They are quick learner and flexible
- Strong network of contacts
- High performers
- Bring diverse skills and experience
- Great emotional intelligence and skills
- They can easily hone their skills
Companies can change their narrative to retain them. Undoubtedly, talent retention has become tricky but by looking at the top reasons why employees quit your company can bring immense improvement. The reason behind job hopping isn’t different from employees leaving the job.
Here are some of them:
- Leave for new career options or new challenges
- Ineffective Career Management, no mentoring and no training
- Poor Management
- Unclear job expectations
- Poor culture
- Inadequate benefits and compensations
It is crucial to uncover the reason behind candidates leaving their previous job. It’s quite clear that talented candidates have options with them. Employees always strive towards better opportunities than before. Around 4 in every 10 employees in the US is considering to switch to a better job. By offering new employees what they were missing in their previous jobs show that company is investing in them.
From the above discussed points, it might sound that responsibility lies on companies to have positive outcome via employee satisfaction. Frequent voluntary turnover can have a negative impact on employee productivity and morale. Recruitment process requires resources and time. If your company is prepared to tweak certain perks and benefits, culture problems and management, then they can derive huge profit in the long run. Employee satisfaction is a crucial step to eliminate the job hopping process. Meanwhile, it is important to stay open-minded to great candidates who change their jobs frequently. You can explore the reason behind their job hopping history in the interview process. Afterward, one can easily take a decision by evaluating whether the expected benefits exceed the limitations of recruitment.