Should You Hire a Job Hopper?

What is job-hopping? It is a term normally used to describe a professional who changes their job many times. They don’t usually stay with a company longer than two years. Employers don’t prefer job-hopping candidates because they think that past performance predicts future behaviour.

In a Robert Half survey, HR managers said that an average of five job changes in a decade can prompt worries that the person is a job hopper. The survey was based on interviews with more than 300 HR managers at companies with 20 or more employees in the United States.

HR managers were asked “Over a 10-year span, how many job changes, in your opinion, would it take for a professional to be viewed as a job hopper?” The average answer was five.

Benefits of hiring job-hoppers

Attracting and retaining talent is the main challenge in today’s market, and that’s not counting the cost of a bad hire or a short tenure. Hiring a job hopper does have its own benefits, such as:

Job-hoppers are generally flexible and willing to take risks

Certain sectors don’t need risk-takers, but in a talent starved market a smart risk-taker can give your organisation a much needed edge.

Job-hoppers adapt well to different cultures and ideas

Frequent job changes gives a professional broader perspectives of the challenges facing a number of different companies. Job hoppers have also learned the strategies needed to resolve these challenges.

Job-hoppers are well networked

A job hopper could gather an impressive network of contacts throughout their career in just a short period of time. Job-hoppers can potentially offer a whole new network of resources to their new employer.

Job-hoppers are not generally complacent

They are used to being the “new employee” at the company and are generally intent on leaving their mark wherever they go. With their frequent upward job changes, they are able to command more generous salaries than employees who stayed with the company for several years. Their accomplishments may often justify those salaries.

Job-hoppers continually work on their skills

Job-hoppers generally stay at the peak of their game, as each position gives them the chance to learn additional skills and embrace new challenges.

Job-hoppers may be the talent an organisation needs

High achievers sometimes opt for job hopping as it provides them with new challenges on a daily basis.

Six things to consider when identifying a potential job hopper

Unstable economy

With the job market continues to be unstable such as the recent layoffs in Malaysia, it’s not surprising for professionals to have employment gaps, job changes or career changes nowadays.

Have a clear understanding of the business and industry

The IT sector may be thriving today as IT workers are quick to adapt with the fast changing technology. Forward thinking IT job hunters want to work for companies on top of the latest technology trends. At the same time any profession that has changed or being cut, can lead to an increase of job hopping. The main question is: Is it really job hopping or someone simply seeking a better opportunity?

Entry-level

With new graduates, it is very likely to see a string of jobs in a short amount of time as they settle in to the career world.

The experienced professional

An average worker with 10 years of experience would likely see a stabilisation of job pattern and a trend of growth in their field. Someone who continues to change jobs at this point in their career is either unsure of what they want to do in their careers, not connecting to the work or people they are working with or getting let go for reasons you don’t know about.

Don’t rule them out yet

Identifying talent is important, as this could be a great opportunity to find the right talent. If someone is job hopping within their field for higher level positions, you have someone with talent on your hands, someone on the fast track to success. This is not a true job hopper, but a talent that is very upwardly mobile.

Gut check

Always do a gut check with every hire and don’t settle to fill the seat. Be sure you have the right person. Poor hiring decisions can add to the problem and do the candidate a disfavour in the end.

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This article is adapted from “Should You Hire a Job Hopper?” by Matt Krumrie