A new wave of highly qualified workers is emerging who are not so afraid of instability, of change, they are aware of the risks, but also of the opportunities and advantages that this can bring them.
When we talk about the Job Hoppers We mention people with great potential and high productivity, who decide, for different reasons, not to join the same company in the long term. They are very flexible workers, with quick adaptation to changes and characterized by a great capacity for learning.
The causes of this phenomenon are varied, some people will find it stimulating to “jump” from company to company to acquire new knowledge and skills, expand their network of contacts or live with different cultures and business “know-how”. Others will seek to learn about different sectors, be absolute owners of their own careers, have multicultural experiences or work remotely, changing projects frequently.
All of them are factors that influence the level of motivation.
What should we take into account when attracting and recruiting a “Job Hopper”?
Companies are often reluctant to hire workers in whom they perceive high instability or labor turnover. Professional profiles with several short-term jobs can generate less reliability for a Company.
Is it worth taking that risk in exchange for the talent that these people can contribute?
The answer is not simple, but essentially Recruiters will have to differentiate the true job hopper worker (talented, with potential, highly motivated, flexible to change, with a quick learning curve, in search of better conditions or new experiences) from other unstable workers who have a history of poor performance or have not made the best decisions throughout their career, with an unclear direction and unmeritorious results.
For the above, It is important to understand what the motivations have been behind those frequent movements and also find out what the Job Hopper worker's history of specific achievements is: What have these candidates contributed to their previous companies? What determining role have they played in bringing these results?
It is important to know what expectations or motivations they have regarding the position offered, and it is always valuable to have references from different professional stages. Additionally, companies must attract and recruit talents related to the corporate culture, to ensure a good adaptation and increase the likelihood of a long-term commitment.
