Job Hoppy: A Red Flag or A Sign of the Times

As recruiters, we have all seen resumes that make us scratch our heads with confusion or bewilderment. Whether it is a candidate applying for a job that does not seem to match their experience, spelling or grammatical errors, or a candidate who seemingly doesn’t stay at a job for more than ten months, our job as recruiters is to gain an understanding of the applicant to ascertain if they are fit for the role and for the company, or if our initial reaction to their resume was more than just a little red flag. Interestingly, what used to be seen as a negative—job hopping from place to place—is now a current trend across industries and just another byproduct of a pandemic that has changed the face of the workforce as we know it. Let’s take an in-depth look at some of the most common reasons for job hopping, which ones we should overlook as recruiters, which ones we should still be cautious about, and why job hopping might not just be the way of the future but a positive.

Generational Tendencies

Whole generations of people are realizing that life is short, work doesn’t need to be stagnant or boring, there are plenty of available opportunities, and sometimes, just maybe, the grass is greener on the other side. According to FlexJobs, Millennials and Gen Z are more susceptible to the job-hopping trend. "They are willing to forgo established career paths in search of something more fulfilling or to try out an opportunity that looks more exciting" (FlexJobs).

Following ambitions and exciting new opportunities should not automatically be taken as a negative. However, as a recruiter, it should be understood that if you choose to hire a candidate in this particular category, you may be filling the role again sooner than you would like. With the cost of hiring and backfilling, it is important to approach these scenarios with an appropriate measure of caution. Offering an engaging and flexible work environment, providing top-notch benefits, and offering growth opportunities will serve to keep these candidates engaged with your company. Additionally, ensuring that the company has clear progression and skill development plans in place will not only help build employees who are adaptable Swiss army knives but also make them more likely to stay.

Contracting and Gig Economy

While we have largely emerged from a pandemic that has shaken the workforce, we are still seeing the aftereffects. During a time when layoffs were around every corner, companies were closing left and right, and many people were left scrambling to make ends meet and support their families, there has been an uptick in contract work. In previous years, contractors had a negative connotation in many industries. Companies wanted to hire people who would be dedicated to their company, who would adopt the mission, values, and goals of the company, and be dedicated to moving those forward. While some contractors may have been in it for what is best for them, the overall face of contractors has changed. Utilizing contractors no longer has the same implications because the population of contractors has largely shifted. Many current contractors were previously long-term, full-time employees who did what they had to do to survive unprecedented times and have found that they enjoy the ability to find the work that allows them to do the work they love while also being an adaptable benefit to the company, to ebb and flow with business needs. According to Indeed, "Contractors give companies the flexibility to adapt to fluctuations and, in turn, offer people excellent job mobility" (Indeed). In this current market, leveraging contractors is a pro for both the company and the contractor, allowing flexibility for either to shift directions when the partnership is no longer beneficial.

Skill or Financial Enhancement

Oftentimes, specifically in certain industries, candidates may tend to change jobs frequently to either acquire new skills or for personal financial reasons. Everyone has different motivators for the type of work they want to do and what they hope to gain from that work. Candidates may feel like they have learned all they can in a role very quickly and need to change jobs frequently to keep themselves engaged and learning. With easy career path mobility, these types of employees will be more easily retained.

One of the primary jobs of any good recruiter is to understand the motivators for the candidate in seeking new employment. If candidates have primarily financial motives, then changing roles and companies often is a quick way to increase compensation. For example, start-ups and newer companies may be able to provide them with greater financial incentives or equity options, which, if that is a candidate's primary motivator, may entice them to change frequently. We should not penalize candidates for their financial ambitions, but it is important to recognize the role that this pursuit could play in their long-term commitment to the company.

Benefits

At this point, you may still see more risk than benefit. However, it is clear that there is a trend of changing jobs at a greater frequency than in previous years. So, let's dig into some of the benefits that come with job hopping and why you should not automatically rule out candidates who have this tendency.

• Adaptability and communication - Changing jobs frequently means meeting new people, learning to collaborate, and driving results with all kinds of people, which indicates that the candidate likely has strong communication, engagement, and teamwork skills. Learning new roles, technologies, and relationships also shows that the candidate is likely adaptable and can roll with the changes that the organization may face.
• Diverse skill set - Many career opportunities now rely on people who bring a variety of skills and strengths to the table. While someone who has been in the same job with the same company for a long time could be actively learning new skills, those who change jobs more frequently are more likely to develop new skills. This can be an asset to your company, especially if you need utility players.
• Intentional employees - Most people who choose to change jobs frequently, as outlined above, do so very intentionally. They know what they want and they know how to go out and find it. This could be very beneficial to a new hire that you hope will really move the needle. It is likely that this type of candidate will quickly learn their assignment and jump in to quickly tackle what needs to be done to accomplish the goals.

As with most things, there are risks and rewards, pros and cons; job hopping is no different. When job hopping is combined with open and transparent communication with the candidate that reflects a clear rationale and motive for their career changes, these candidates should be given equal opportunities to earn your stamp of approval. Changing jobs may be a red flag, but more often than not, especially in our current workforce, the benefits will be greater than the risks.

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