Hiring managers often view newcomers as both long-term assets and short-term burdens: people who need to be inducted, trained and given lighter loads as they…
Impact of Millennial Job Hopping Ideologies on EmployersEmployee Relations Leadership Management People Development July 22, 2015
Millennials are completely aware of the fact that job hopping looks bad on their resume, but they continue to keep looking for challenges and opportunities at workplace. This is all in a need to get recognised at early stages in their career. Hence, millennials are of a unison consensus that job hopping doesn’t impact their career advancement prospects in future.
However, the ideologies of millennials towards easy switching jobs at the snap of a finger, does impact employers in a big way. According to findings from a recent Millennial Outlook Survey by RecruitiFi reveals, “83 percent of millennials acknowledge that job hopping on their resume has the potential to be negatively perceived by prospective employers. However, 86 percent on the contrary believe that it will not prevent them from pursuing their professional or personal passions.”
This survey was conducted on more than 1,000 U.S. full-time millennials to better understand their significance and perspectives on the way jobs are perceived by Gen next. This helps employers/recruiters rethink their decisions when it comes to recruitment, training and retention of millennial talent within the organisation.
“The millennial generation continues to be at the forefront of every recruiting and hiring discussion,” said Brin McCagg, CEO and Co-founder of RecruitiFi. “By taking a deep dive into the key drivers behind millennials’ career decisions, the survey findings illustrate that now, more than ever, organizations must evolve to adopt more strategic approaches to HR and talent management.”
Quizzing on the reasons to follow the job hopping trend, millennials responded saying, they quit jobs to pursue a completely different career path (37 percent), take a job with a competitor (25 percent) and/or relocate to try living in a different city (22 percent). Only 11 percent would leave their current organization to relocate due of a significant other and 5 percent said they would leave to take time off for personal travel.
With job hopping becoming the new norm in the industry, 55 percent believe this move has not impacted their companies/employers. However, 34 percent of the respondents noted lowered employee morale in the office and 22 percent explained that their clients/customers have taken notice.
Most millennials feel their employers are not working hard enough to build better programs for the current Internet-friendly generation. But they do recognise efforts made by some employers to work on core areas such as improvement of employer-employee communication around job expectations and vision for the future with the company, financial growth prospects and planning options, flexibility and work life balance, building mentorship programs and implementation of new L&D initiatives to promote employee growth etc.
With the concept of self-fulfilment forming a larger part of the employee experience, 48 percent of the millennials are shifting to jobs in a specific industry or job roles. Perhaps most surprisingly, 77 percent of millennials work in white collar positions, however, 49 percent would consider switching to a blue collar role.
Millennials would also consider moving out of a white collar industry into a blue collar industry to gain more flexibility and work/life balance (39 percent), because of better compensation opportunities (35 percent), and to pursue more fulfilling work in terms of company values and opportunities (31 percent).
This scenario requires employers to carefully understand what the millennials wants and expects from a job, taking into consideration the major shift in workplace dynamics to get access to the right type of talent who wants to learn and grow with the organisation in a longer run.
Also read: Should you hire that Job-Hopper?
You might also like
As a key member of the team and being in-charge of the most crucial department in an organisation, responsible for recruiting and training workforce, the…