What comes to your mind when you hear ‘job hoppers’? Such employees are considered to be disloyal, love to hop from one company to another. Some companies don’t oppose the job hoppers stigma, while others might just ban them from joining the company.
According to Christopher Lake, University of Minnesota Instructor and Scott Highhouse, professor and researcher at Bowling Green University, there are two main groups of job hoppers every employer should know. Those are, “escape-driven” and “advancement-driven”.
The “escape-driven” group has characteristics like being impulsive, lack persistence and often fixated on negative emotions. Also, with a lack of effort and willingness to learn makes them fail to be high performers. Employers will find such group of people unable to meet their expectations. As such, the demands from the employers and lack of performance will drive this group of individuals to seek for other pastures repeatedly.
See also: Did Your Employees Choose the Wrong Career Path?
Conversely, the “advancement-driven” group is self-directed and has a high drive toward achieving success. They actively seek out a variety of responsibilities and work experiences. As they are highly-capable at their job positions, they always seek for opportunities to have a better career either within or outside the company. However, when their current company cannot provide adequate career’s advancements or supports, they tend to move out.
It seems to make sense as according to a survey, many employers prefer to hire job hoppers due to some reasons like, a wide range of expertise (53%) and quick adaption (51%).
Though the advancement-driven tend to job hop, here are reasons why it is beneficial for your company to hire this group of job hoppers…
They Are Top Performers
Top performers seek to move upwards constantly, while average workers do not. They are usually overachievers on projects they are involved in.
But employers have to take note that, though they are strong with valuable knowledge and experiences, they are more inclined to careers that gives them better benefits or opportunities.
They Have Useful Information On Competitors
They jump to other companies whenever the better opportunities arise, thus when they come onboard your company, they bring added values. As they have been with quite many companies, they understand better on the different strategies to use where it fits better, better practices and even can solve issues effectively.
If the job jumping was within the same industry, your company will get some valuable inputs, even elevate its’ expansion and advancement to be the leader of your markets.
They Are Adaptive And A Quick Learner
As they change jobs frequently, their ability to adapt and to learn their duties is faster than those who do not. Onboarding and on-site training are not always obligatory, as they are used to do it at their previous jobs. Companies can save much time and effort to have them onboard their new position.
They Are Easier To Recruit
As many employers still doubt the credibility of job hoppers, your company can hire job hoppers (as the best talents) with a lower salary package. These job hoppers will consider your offer seriously, as they do know that not all companies can accept the job hoppers stigma.
Job hoppers are perceived to be the next generation of job seekers as according to a survey, about 91% of millennials are expected only to stay in a job for less than three years. If employers look for loyal employees, they may be disappointed. Employees’ loyalty is changing nowadays, and they are not afraid to change their job to seek for better career opportunities.
It is clear that the hiring team and employers should not discriminate a job seeker based on their frequent job changing habits as long as it is justifiable. Be more objective in measuring the capabilities of the job hopper and decide whether they are a suitable fit for the position they are applying for.
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