Job hopping is often seen as a negative thing. It carries connotations of being flaky and unreliable, whereas a candidate whose CV shows that they have remained in the same role for several years is often thought to be reliable and hardworking. But how true is this?
One of the overarching necessities in the hiring process is to eliminate prejudice, treating candidates fairly and as individuals. The length of time spent in previous roles should not be allowed to colour a hiring manager’s view of the candidate on face value alone.
Instead, it’s important to delve further into the reasons behind the frequent change of position, as well as an individual’s achievements at each job. This will give a much more accurate view of the candidate and their values than an assumption based on time alone.
Frequently changing roles does not necessarily mean that a person lacks the ability to commit. Where you see a short-lived role on a CV, take the time to find out why the candidate chose to move on.
Millennials, the largest demographic in the current workforce, have often been accused of excessive job hopping. Deloitte’s Annual Millennial Survey 2018, which had almost 10,500 respondents, found that 43% of millennials plan to leave their current jobs within two years, and only 28% planned to stay longer than five years.
So with job hopping becoming the new norm, we need to look into why employees are moving companies so frequently, and what that says about their suitability for a particular role.
However, in a recent poll of over 1,000 millennials, 75% of them believe that frequently changing jobs has helped to advance their careers.
Switching roles can sometimes facilitate an increase in salary or job title quicker than working up to a promotion within a company. It can also provide new learning opportunities that allow them to develop skills that will help them to succeed in their chosen sector.
Deloitte’s 2018 survey, showed that one of the main reasons behind millennial job hopping is a lack of faith in a company’s motivation and ethics.
The ethical practices of companies are a big factor in job satisfaction, and it’s worth taking this into consideration when it comes to employee retention. Charitable work, green energy policies, inclusivity and openness are just some of the aspects that can have a positive impact on employees’ views of the organisation.
While a candidate may have thoroughly enjoyed their previous role, ambitious employees can feel stifled and undervalued in positions that don’t offer much in the way of training or personal development.
Individuals may find that a company has no more to offer them after just a few years, and making the decision to move on to new challenges instead of coasting in a comfortable job suggests that they are ambitious and hardworking.
Philip specialises in: Senior, Director and C-Level roles in Digital Marketing
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