What is a job hopper?
A job hopper is someone who regularly changes jobs. Sometimes these moves are for promotions or better jobs, and sometimes they are lateral moves. It is important to remember that not all job hoppers have changed positions frequently out of choice.
The length of time someone should stay in a job before they are considered a job hopper is also subjective. Some may think one year of experience in a company is sufficient whereas others may find the length of time too short and consider it job-hopping.
How do I identify a job hopper?
The best way to identify a job hopper is to look at the length of time they’ve stayed with each employer. A quick scroll through a person’s resume or social media profiles (if they are available) will be able to tell you that. If you are reviewing the application of someone you suspect to be a job hopper, carefully examine their previous experience and see if they quickly move from employer to employer without spending much time in any single position.
However, just because a person has moved from employer to employer, that doesn’t mean that they are a job hopper. They may be a contract worker or freelancer. For recent graduates, a contract position is sometimes the best way to get hands-on experience in various industries. Some use this as a way to help figure out where they want to be long-term. On the other hand, some find that taking over parental-leave contracts, contract work, internships, or freelancing are good ways to help get a better experience in a more senior or higher-paying job.
Benefits of hiring a job hopper
Many benefits come with hiring a job hopper. Here are the top reasons you should consider hiring someone who has changed positions multiple times:
They are flexible and adaptable
Most job hoppers are comfortable walking into new offices, scenarios or situations and figuring out ways to make things work. Generally, they are comfortable with constant change and will help drive new campaigns or ideas within your organization without resistance. A candidate who is flexible and adaptable can also be a risk-taker which can then be a benefit to your organization.
They learn quickly
Frequently changing jobs requires the ability to quickly understand new things like company policies, computer programs, campaign plans, or products. Job hoppers have experience throwing themselves into a new situation and will learn quickly to adapt. If you are looking to hire an effective and versatile employee for a position with an immediate need then a job hopper might actually be the best choice.
They are well-connected
All the time a job hopper has spent moving from one company to the next means that they have met a lot of new people along the way. In certain positions or industries, this can be very beneficial, as they might be able to connect you with a new client or partner. A job hopper can also lean on their larger network for new ideas or support if they are looking to launch a new campaign or product for your business.
For example, a Production Manager may have a network of contacts with suppliers and logistics organizations that they can use to support your business. Alternatively, a Marketing Manager may have contacts with artists and designers from their previous roles that they can use for your marketing.
They can be good managers
Someone who has worked for multiple people gets a chance to learn various management styles. While not everyone suits every management style, a job hopper has had more time and experience learning how they would like to manage employees in the future. Most likely, they also have had experiences working with different personality types. This can make them more equipped in dealing with conflict resolution than someone who has worked for the same company for years and only dealt with a certain number of managers or personality types.
They tend to be easier to recruit
Job hoppers are more likely to leave an organization or a position if they are not happy with how they are being treated. They are also more likely to leave the company if they are being offered a better position and/or more money. If you are looking to fill a gap in your organization quickly, consider making an offer to a job hopper from a competitor.
They continuously hone their skills
Job hoppers tend to be individuals who are keen on developing and learning new skills. They have done this by transitioning from one job or company to the other. It is also not uncommon for job hoppers to also take classes to help add more skills and qualifications to their resume. Each position they accept gives them another opportunity to embrace new challenges.
Drawbacks of hiring a job hopper
While there are many benefits to hiring a job hopper there also some drawbacks to be aware of. Here is a list of drawbacks you should consider before hiring a job hopper:
Replacing a job hopper can be expensive
Many Hiring Managers in the past preferred not to hire job hoppers, deeming them as a flight risk to the organization. It is expensive and a time-consuming process to hire a new candidate every year or so as the cost of posting a job, having human resources sift through resumes, conducting in-person interviews and sending job offers can really add up. In some cases, choosing not to hire a job hopper and, instead, hiring someone that will stay in the long-term can help you save money on recruitment.
There may be a negative reason why they frequently change jobs
Not all job hoppers are high performers and continuously learning. Unfortunately, some candidates may have been frequently let go from jobs on account of poor performance. One way to help understand their reason for changing jobs is to ask them.
Another way to determine if they willingly changed jobs frequently is to take a look at the positions they’ve held. If the job hopper has been making a large number of lateral moves with little upward progression, it may be because they have been let go from previous positions. If a job hopper is making linear progression in their career it may be because they are voluntarily choosing this movement.
They may not have experience working on long-term campaigns or strategies
Job hoppers who change positions every year or two often don’t have experience working through campaigns or strategies long-term. If a job hopper helped to launch a campaign in the spring but left before the second year of the campaign, they don’t have experience finding ways to improve. As such, job hoppers may be impatient and focus on the short-term.
They may not be loyal
There is a perception that job hoppers are not loyal to their employer. Many hiring managers see job hoppers as individuals interested only in personal gain and not the greater good of the company. While this may be true for some, it’s not true in all cases. Be sure to vet your candidate and ask them questions about why they are passionate to work for your company. However, it’s important to remember that an employee can still provide quality work to your business while being interested in personal gain.
How to evaluate job hopper candidates
The best way to evaluate a job hopper candidate is to take a look at their previous experience. It shouldn’t always matter how long a candidate was employed in their last positions as long as they have the skills and experience you’re looking for. Here are some qualifying questions you can ask a job hopper in an interview to determine if they are the right fit:
- You’ve had many jobs in the last five years, can you tell me about your career path?
- What do you look for in a company before accepting a job offer?
- What aspects of a working environment are you looking for that will help you stay at a company long term?
- What traits do you look for in a manager?
