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Job Hoppers: To Hire or Not to Hire?

“We don’t want job hoppers on our team.”

Along with the required experience and skills, many companies hold strong reservations against job hoppers. An article from soocial.com revealed that only 16% of large companies would hire job hoppers. In today’s dynamic business world, while companies seek to further their growth, employees seek to advance their careers—often jumping from one company to another to gain more skills and broaden their experience. 

This article examines why certain applicants are job hoppers, weighs the benefits and drawbacks of employing hoppers, and provides advice to help businesses make informed decisions.

Candidates’ Three Big WHYs​

Jumping from one company to another too quickly is no easy task, considering the stress of finding the next best job, the nerve-wracking interviews, and the tremendous paperwork and requirements one must complete before starting a new role. But why do candidates do it anyway? What makes hopping worth the hassle? Surely, there must be good reasons.

Career Advancement

A job hopper typically stays at a job for approximately one to two years (according to flexjobs.com). Some hoppers easily get bored and seek more challenging roles—roles that may not always be available at their current organization. Once they’ve mastered their skills, they may not want to stay longer, so they switch to something new to remain engaged and challenged.

Job Satisfaction

Employees may leave their current jobs due to dissatisfaction with the work environment, such as poor management, lack of support, or a toxic culture. Sometimes, they feel their current role no longer fits their skills or interests, prompting them to find a better fit elsewhere.

Higher Salary

Many employees hop between jobs to secure better pay. One doesn’t need to be in the hiring game to know this is true for most (if not all) candidates; in fact, an article from soocial.com revealed that 60% of employees who switched jobs after COVID saw a significant increase in earnings. Furthermore, Vice Presidents, CEOs, and C-suite job hoppers are reported to have seen a 30% pay raise after changing jobs (The Conference Board via soocial.com).

What to Watch Out For When Considering a Job Hopper

While you may want to give everyone a shot, it’s important to be smart and understand the potential risks of hiring a job hopper. Here are some things to consider when evaluating a job hopper for your team:

Lack of Commitment

Frequent job changes might suggest a lack of long-term commitment, raising concerns about a candidate’s reliability. You may be surprised by how quickly they could move on to their next opportunity. Worse, they could leave your company in the middle of an unfinished project. High turnover rates can also result in significant losses of resources spent on hiring and onboarding.

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Disruption of Team Dynamics

Integrating a new member into a team often leads to changes in assignments, workflow, and overall productivity. This disruption can be exacerbated if a newly onboarded team member leaves the company within a few short months.
Job Hoppers

Filtering Out the Good from the Potentially Bad

Not all hoppers are a red flag. Here’s a short checklist to help you make a sound decision when considering job hoppers

Career Track and Inconsistent Experience

Job hopping can sometimes result in a lack of consistent experience, especially if a candidate jumps between different roles in different industries. While they may have acquired numerous skills, they might be a “jack of all trades, master of none.” This is less of a concern if the candidate stays within the same field; but; even then, every company has its own way of doing things which can challenge the candidate’s adaptability and ability to transfer skills effectively.

Reasons for Changing Jobs

Context matters when reviewing resumes. What were the reasons for leaving their previous positions? You’ll never know if a toxic workplace culture or lack of growth opportunities drove them to make a quick exit unless you engage them in a conversation with your hiring team. A 2022 survey by CNBC found that toxic company culture was the number one reason workers quit jobs, with low salaries, poor management, and a lack of work-life balance following closely behind. Understanding the candidate’s reasons for changing jobs can give you valuable insight into their motivations and career trajectory.

Multiple Resume Gaps

A few gaps in a resume can be acceptable, especially if there’s a good reason. However, frequent gaps may be a red flag. A consistent pattern of hopping followed by significant periods of unemployment suggests that the candidate may lack seriousness or in-demand skills. These are the types of resumes that warrant closer scrutiny to assess the candidate’s motivation and suitability for your position.

Recruit the Best Talent Now

Workplace norms are constantly evolving. Tenure doesn’t always equate to the best performance, and the top talent in the field is always seeking opportunities to grow in every area.

If you want to better assess your candidates’ seriousness and fit for a role within your company, AGSI takes pride in its Filipino recruitment experts, who have been helping companies build high-performing teams for over a decade. Discover how we can assist you in establishing your best team ever. 

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