Do you avoid Job Hoppers? Maybe worth thinking again
So just to be clear, when I say ‘Job Hopper’ I mean a person who changes jobs frequently, typically every year or two. In addition, with the skills shortage most industries are facing, many sectors are very candidate driven, so naturally there is going to be more movement than we have seen in previous years.
So, if you are like 80% of hiring managers, you no doubt try to avoid Job Hoppers, and discount them as soon as you look at their CV (all 6 pages). I’d imagine this is down to the fear of history repeating itself. You’ve invested in training, they are now handing their own accounts / clients, they have become a key member of the team – the last place you want to be is back recruiting again in a year’s time or sooner?
However, in today’s aggressive employment market, automatically rejecting frequent job changers may cause you to miss out on exceptional talent.
Okay, I fully agree if alarm bells are ringing and your gut says no, don’t hire – but keep an open mind, as some of the traits of a job hopper, if honed in on – you can actually use to your advantage & they can bring a lot of value to your company.
- They are often adaptable, flexible and quick learners
- They bring a knowledge of competitors with them
- Normally highly ambitious & motivated, if not sometime a little impatient
- They tend to have good people skills and fit quickly into teams
It is tricky I know, but taking the above into account and then looking at the reasons why people actually leave jobs & addressing them, could leave you with a star candidate?
The main reason people leave:
- No training or career path offered
- Unclear of their job role & your expectation of them
- Poor management
- Poor culture fit
- Not being paid what they believe they should / compared to the market average
So, understanding a candidate’s motivation for leaving previous jobs is important and must be uncovered in the job interview.
Remember, millennials do not have the ‘job for life’ culture imbedded in them like other generations, to them moving jobs frequently is normal.
Plus, if I’m honest, if we analyse the progression of the careers of managers & directors within the freight forwarding, shipping & transport industry, they tended to move around more frequently early on in their career, and this is where they gained all the relevant experience and every time they moved jobs, they took a step up the career ladder.
So, the key takeaway is – keep an open mind!
All the best
SDW Recruitment specialise in shipping, freight forwarding & logistics recruitment in Southampton, across Hampshire and throughout the UK