What is a job hopper and why consider having one on your team

Job hopping is a term that has been growing over the past 5 years to describe professionals who change jobs frequently voluntarily. According to experts, individuals who switch jobs every one or two years may be categorized as job hoppers .?

What is a job hopper?

As mentioned above, a "job hopper" is an individual who frequently switches jobs, often in a short period of time. Job hopping may be due to a variety of reasons , such as seeking better career opportunities, higher salaries, a better work-life balance, or dissatisfaction with current duties or company culture.

Job hoppers may prioritize personal advancement, showing a willingness to take risks and explore new opportunities rather than settling into a single role or company for an extended period.

How to understand if a candidate is a job hopper or not: reasons why they have changed jobs

When considering hiring a new candidate for your company, it's important to assess whether the individual is a job hopper or not. This evaluation isn't about labeling candidates negatively; rather, it's a means to filter job hoppers and recognize the potential value they can offer to your business. Every professional is unique, and non-traditional candidates present opportunities to help achieve your company's goals .

Therefore, determining whether a candidate qualifies as a "job hopper" requires evaluating their work experience and track record of job transitions in detail.

Here are some key indicators that help identify job hoppers:

A) Frequent job changes

If a candidate has a history of changing jobs every year or two, it could suggest a tendency to hop from one job to another. Remember to ask for the reason for leaving and understand the motivations behind each job change.

While some factors, such as the search for career advancement or better opportunities, may be legitimate, frequent changes motivated by dissatisfaction, conflict or performance problems may indicate the opposite.

For instance, inflation makes people more salary conscious , which leads to job changes. When wages do not keep pace with inflation, employees tend to seek higher-paying employment opportunities. Currently, the proportion of people with positive real growth has declined, especially among older workers and those who remain in the same job .

B) References and recommendations?

Reach out to references and former employers to gather insights into the candidate's work ethic, reliability, and reasons for leaving previous roles. These contacts can offer valuable details regarding the candidate's stability and suitability for long-term positions.

C) Overall career progression:?

Evaluate whether the candidate's work experiences follow a logical career path or appear inconsistent and without meaning. A consistent career path reflects strategic decision-making and professional development, while inconsistent changes may raise questions about stability and commitment .

D) Transparency and Explanation:?

Design and organize your interviews to allow candidates to discuss their job history and any recurring job changes. Listen carefully to their explanations, evaluating whether they exhibit accountability, self-awareness, and a clear career vision.

5 reasons to hire a job hopper

While some employers may view job hoppers with skepticism, there are compelling reasons why hiring candidates with a history of job hopping can be advantageous for your company. Here are five reasons to consider:

1. Rapid learning curve: Job hoppers often possess the valuable skill of quickly adapting to new environments and learning new tasks.
2. Fresh perspectives: Having experienced various workplaces, job hoppers bring a wealth of perspectives and insights to the table..
3. Adaptability and initiative: Job hoppers are inherently comfortable with change and uncertainty. They are not afraid to step into unfamiliar situations and take the initiative to familiarize themselves with their new surroundings.
4. Diverse communication skills: Having interacted with a wide range of colleagues, clients, and stakeholders throughout their careers, job hoppers have honed their communication skills.?
5. Problem-solving skills: Through their varied career experiences, job hoppers have encountered and overcome challenges across different roles and industries, developing innovative and pragmatic approaches to problem-solving.

Job hoppers cons

While a job hopper may bring innovation, there are a few reasons why they may be the candidate that doesn't align with your company's goals and culture.

1. Lack of long-term commitment: Job hoppers may be perceived as lacking commitment to a single employer, which could raise concerns about their loyalty and dedication to the company's long-term goals.
2. Training and onboarding costs: Constant turnover due to job hopping can result in increased costs associated with training and onboarding new employees.
3. Limited experience: Job hoppers may have experience in various industries and functions, but lack of depth in one topic can be a disadvantage. Employers may prefer candidates with specialized knowledge in a particular field.

Job hopping doesn’t make candidates unhirable

Employers must recognize that simply changing jobs does not make candidates unsuitable for employment. While frequent job changes may raise concerns, it is essential to evaluate each candidate holistically, taking into account their skills, experiences and potential contributions to the organization.?

In general, while hiring job hoppers can bring certain advantages, employers should consider whether the candidate's history of job changes fits the company's needs and culture.