Many companies are concerned about bringing employees on board who have a resume with too many jobs in a short period of time.
It turns out hiring a former job hopper isn’t necessarily a bad move depending on the employee’s motive. Some workers have changed jobs to take advantage of opportunities to advance along their career path, seeking out new experiences and additional responsibilities within their chosen field. Other candidates may be finding their way in the professional world and changing jobs is the best option.
Furthermore, the recruiting challenges of today’s job market also play a role. Supply and demand is ever changing and, in this current market, the supply for talent is at a crucial, all-time low while the demand is high. Employers are spending more time in the recruiting process than ever trying to source talent. While you hold out for only long-tenured employees, you may be doing yourself and your company a disservice.
It’s unrealistic to expect the same level of commitment and tenure that we saw on the job market 10 years ago, let alone 20-30 years ago. A recent survey from the Bureau of Labor Statistics1 shows the median tenure of workers ages 25 to 34 was only 2.8 years.
So, before you discount a candidate because of their history of changing jobs, dig a little deeper into their background to see exactly what kind of job hopper you have on your hands and whether they still provide value. (And always remember back to the first portion of your career and how you were unsure about the path you wanted to take.)
Escape-Driven versus Advancement-Driven
As discussed by Forbes2, most job hoppers fall into one of two categories: escape-driven or advancement-driven. Escape-driven job hoppers often fixate on the negatives of a job, choosing to leave what they perceive to be a bad situation. Advancement-driven workers change employers when a chance to grow presents itself, seeking out achievement and forward progression.
At first glance, these job hoppers can look similar, often having a series of jobs over a relatively short time. But, if you look a little closer, most advancement-driven workers took steps forward in their career with every job change, reflecting their new skills and abilities, and their desire for new challenges.
Advancement-driven employees can provide a lot of value to a company, especially if the culture supports career development and growth. If the position you are looking to fill can lead to new experiences and better internal opportunities down the road, this job hoppers drive to succeed may be just what you need.
A Top Performer for Two Years or a Mediocre Employee for Six?
Even if you aren’t sure your company can offer an advancement-driven candidate the kind of opportunities they need, that doesn’t mean you won’t derive value from their time with your organization.
If the candidate is a top performer who possesses advanced skills and capabilities, they could be a valuable asset even if they only stay two years. You and your other employees will have the opportunity to learn from their experiences, and they might be just the person to help the company advance towards its goals.
In contrast, a more stable employee who doesn’t show the same level of aptitude might stick around for six years, but not provide nearly the value as the job hopper candidate. And if that mediocre candidate ends up leaving in two years, their contributions might not mean much in the long-run anyway.
So, before you discard a candidate because they appear to be a job hopper, take the time to really look at their background and experience. They may have more to offer than it initially appears.
Work With a Top Staffing Agency in Atlanta
If you are looking for a new employee to join your team, the professionals at Employ Partners can assist you during the process. Contact us to discuss your ideal candidates today and see what our team can provide as a top staffing agency in Atlanta.
1 – https://www.bls.gov/news.release/pdf/tenure.pdf
2 – http://fortune.com/2014/09/17/job-hopping-hiring/