Should Employers Discount Candidates Due to Job Hopping?73% of employers have not interviewed someone with short-term jobs at previous companies.
By Paul Wolfe, SVP of Human Resources at Indeed
We've all heard of the term "job hopping" — when a person works briefly at various companies rather than stay long term. Oftentimes, employers perceive this behavior as evidence that a person is disloyal, unreliable and disengaged. In fact, 27 percent of Canadian employers say that they have a negative view of people with a history of short tenure.
However, as shorter-term roles become a norm for today's workforce, employers can no longer afford to discount potential candidates based on the length of time they've stayed in previous roles. Instead, skills, aptitude and cultural addition are all better indicators of success in a job.
Indeed recently surveyed 1,001 employees and job seekers and 201 employers to get a better sense of the perceptions and assumptions made about job hopping.1Here's what we found.
How do employers view job hopping?
Just over a quarter of Canadian employers surveyed claim that they have a negative view of job hoppers. Yet, 73 percent of respondents have chosen not to interview someone who has had short-term jobs at previous companies. This contrast suggests a potential unconscious bias. Moreover, it indicates that while some employers don't necessarily perceive job hopping behavior negatively, when up against other talent, it could be a factor that pushes candidates out of the rankings.
Employers regard job-hopping candidates as potential flight risks and some are unwilling to take the risk due to the time and money required to replace employees. Over nine in 10 (94 percent) employers say that hiring a job-hopper, who subsequently left the company, negatively impacted their business due to increased training costs and lowered productivity.
How do employees and job seekers view job hopping?
Employees and employers have different opinions about what job hopping reveals about a candidate's character.
While 20 percent believe that they have missed out on opportunities due to job hopping, they don't believe that it is an indication of a bad employee. Instead, they believe it highlights positive attributes. Job hopping provides them with opportunities to cultivate a larger variety of experience and exposure to different work environments and people.
Additionally, 24 percent of respondents do not view job hopping as a sign of disloyalty. Over half (59 percent) of job seekers say that switching jobs has given them the opportunity to learn new skills, and 54 percent feel that frequent job changes showcases their ability to adapt.
The survey also pointed to a discrepancy when it comes to what exactly constitutes job hopping. Employers believe that new hires should spend at least 16 months at their company before moving to a new role, while job seekers consider 11 months as an acceptable time period.
Tips to retain talent
Instead of losing out on skilled candidates due to their short tenure, employers may want to consider shifting their focus to hiring based on skills and prioritizing retention.
Based on a separate Indeed survey conducted to job seekers,2here are some ways to retain and attract talent.
1. Offer a competitive salary:52 percent of job seekers say that higher compensation is the reason they're searching for a new job. In a tight labor market, employees have options, so be aware of thesalaries offered in your industryand geographical area to ensure you remain competitive.
2. Focus on growth and development:30 percent of job seekers say they are looking for a new job because there is no room for growth at their current company. Invest in your employees by offering them training and development opportunities and an achievable path to advancement.
3. Offer flexibility:43 percent of job seekers state that flexible time off is one of the most important factors when considering a new job opportunity. The best way to do this is by offering flex hours or creating a work from home policy.
4. Establish a supportive culture:55 percent of job seekers say that they have decided not to apply to a company because they didn't think it was a good cultural fit. Moreover, 57 percent state that acompany's culture of inclusivityhas a significant impact on their decision to accept a job offer. The best way to enhance your culture is to start at the top and incorporate changes into your companies hiring and management programs.
Employers shouldn't disqualify skilled candidates solely due to short-term roles at previous companies. After all, if your company is committed to developing and executing an effective retention strategy, even a serial job hopper could be inclined to stay put.
1Methodology:
This research was conducted by Censuswide on behalf of Indeed among 1,001 randomly selected employed respondents/job seekers and 201 randomly selected employers in Canada between July 7, 2018 and August 1, 2018. The margin of error is +/- 3.1 percent, 19 times out of 20.
2Methodology:
This research was conducted by Decipher/FocusVision on behalf of Indeed among 500 randomly selected job seekers in Canada between August 24, 2018 and August 31, 2018.
