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Job hoppers: a red flag or missed opportunity?
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Talent Recruitment
JOB HOPPERS: A RED FLAG OR MISSED OPPORTUNITY?
Don’t dismiss a job hopper resume: shorter tenures, especially for interim and
contract roles, are more common than you realize.
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2. Featured Topics
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“Don’t bring me a job hopper resume.”
Clients often request candidates with a wide range of experiences and skills,
but this request—no job hoppers—is fast becoming an outdated view. With the
market changing quickly, organizations aren’t the only ones looking to increase
their agility. Consider this: Millennials (ages 25 to 40) average 2 years and 9
months in a role and Gen Xers (ages 41 to 56) average 5 years and 2 months––
hardly the decades-long tenures that are common for Baby Boomers.
Increasingly, professionals of all ages are opting for shorter tenures by
choosing interim or contract positions. They’re embracing short-term positions
for a variety of reasons, including exposure to a range of roles and companies,
the opportunity to hone a specific technical skillset, and the chance for
greater professional autonomy.
THE GREAT RESIGNATION: ARE MORE PEOPLE "JOB HOPPING" TODAY?
Our 2022 survey on “The Big Quit” found that a third of professionals (38%) said
they planned to leave their jobs – or had left their jobs – without another
position lined up. Nearly half of these professionals (47%) received
counteroffers to stay, but the additional salary wasn’t enough to retain these
employees. Many are opting for the flexibility offered by interim or contract
positions, and the ability to have greater autonomy over when, where and how
they work.
Today’s “new normal” is quickly becoming a workforce that prioritizes
flexibility, not longevity. Yet some businesses continue to screen out job
hopper resumes. Overlooking these candidates could mean missing out on a great
hire - here are a few reasons why.
LONG TENURES DO NOT GUARANTEE HIGH PERFORMANCE
Tenure length should not be used as the primary measurement of an employee’s
performance or their potential. It’s tempting to assume that an employee who has
been with a company for a long time must be successful in their role. If they
weren’t performing, they would have been fired, right? The answer is more
nuanced. In some cases, the employee might be a top performer–– that’s often
evidenced by a rapid promotion ascent.
In other cases, the employee may simply be coasting along. When the work is the
same day-to-day and year-to-year, that employee is never challenged to acquire
new skills, stay on top of market knowledge, or maximize their potential––
hardly the driven, “go-getter” hire that companies seek.
“JOB HOPPERS” BRING DIVERSE EXPERIENCES AND SKILLS TO COMPANIES
Top talent craves new opportunities: the chance to expand their technical
skills, increase responsibility, gain client-facing experiences and hone their
managerial skills. Working for different companies exposes these high performers
to unique work environments, including varied team structures, operational
models and management styles. Because of this, these “job hoppers” are often far
more well-rounded than an employee who’s been with a single company for the same
five-year period. Job hoppers will put their best-practice experience to work
for your company, drawing on their outside knowledge to offer a fresh
perspective and objective insights.
CONTEXT MATTERS WHEN REVIEWING RESUMES
No two professionals are the same. Dismissing someone just because you think
they have too many jobs on their resume could mean missing out on a key addition
to your team. A toxic workplace culture or difficult boss may have driven
someone to make a quick exit from a previous job, but you’ll never know unless
you speak with them. In fact, “toxic company culture” is the number one reason
people cited for quitting their jobs in 2022 – and a key reason why money alone
won’t attract or retain top talent.
In this case, a recruiter can be helpful. A recruiter’s vetting process includes
candidate screening calls, which adds valuable context to the applicant’s
resume. When conducting these calls, the recruiter looks out for red flags, such
as abrupt departures or lateral moves without good reason. These conversations
are also used to explore what motivates a candidate, what they’re looking for in
their next position, and the type of work environment that will help them
thrive.
INTERIM EXECUTIVES & PROFESSIONALS
Lasting change starts with temporary talent
Learn more
WHAT TO LOOK FOR ON A JOB HOPPER'S RESUME
When reviewing a job hopper's resume, it's important to look for the following
skills and watch out for red flags.
EXPOSURE TO HIGH-GROWTH COMPANIES
Candidates who have worked at high growth or fast-paced companies are agile
problem solvers. During a job hopper interview, ask these candidates to share
their experience troubleshooting challenges, navigating uncertainty and their
overall comfort with chaos. They may be coming from work environments that
required creative solutions to “do more, faster” and have insights for
introducing an efficiency-boosting process at your company.
REMOTE EXPERIENCE
The pandemic has made remote work more commonplace, but it’s not easy for
everyone. Candidates with enthusiasm and success stories of remote collaboration
can be valuable hires. If remote work is going to be a key part of your
business’s future, look for candidates who are comfortable with geographically
dispersed teams across different time zones. Other soft skills for remote work –
adaptability and resiliency, self-motivation and strong communication – can all
be honed through contract and interim positions that require a new employee to
get up to speed quickly.
CONSULTING EXPERIENCE
Not all roles are client-facing but having soft skills to communicate with
people translates to just about every career. Candidates with consulting
experience are comfortable assessing a client’s challenges and translating these
problems into actionable results. They’re active listeners who can maintain a
positive attitude under stress, communicate clearly with empathy, and move the
needle on key problems.
BIG RESUME GAPS: THE RED FLAG
Three in five professionals have experienced some type of gap in their career,
with family-related leaves being the top reason. When recruiters review resumes,
a gap is not automatically a problem. But multiple gaps can be a huge red flag,
especially in a competitive job market where companies are eager to make new
hires. A habitual pattern of job departures, followed by extended periods
without a job, suggests the professional is unfocused or lacks in-demand skills.
These are the resumes that may give the hiring team some pause.
HIRE MORE TOP TALENT TODAY
Workplace norms are changing. Tenure may have mattered several decades ago, but
it’s no longer as critical today. Top talent is embracing opportunities for
skill growth, experience diversity and greater career autonomy, including opting
for interim and contract roles. By hiring "job hoppers", your organization could
actually reap the benefits.
Want to learn more about how to hire this type of exceptional talent? Read our
top insights here.
WHAT YOU'LL LEARN
* Tenure. Is it overrated?
* What to look for on a job hopper’s resume
* Why a job hopper might be just what your organization needs
FEATURED INSIGHTS
* Hiring an interim CEO: A strategic win for your business
* The leadership mindset of an interim executive
* Interim CEOs: Examining salary & tenure
* Interim CEOs: Big players, fast
Related Capabilities
* Talent Acquisition
* Interim Executives & Professionals
RELATED INSIGHTS
* Talent Recruitment
HIRING AN INTERIM CEO: A STRATEGIC WIN FOR YOUR BUSINESS
Interim CEOs are a smart short-term strategic move while an organization
prepares for a long-term leadership change.
* Read more
* Talent Recruitment
THE LEADERSHIP MINDSET OF AN INTERIM EXECUTIVE
Interim executives bring a unique outside perspective to your business. Learn
more about the leadership mindset of interim executives.
* Read more
* Talent Recruitment
INTERIM CEOS: EXAMINING SALARY & TENURE
Find out how to determine an interim CEOs salary and how these experienced
professionals can keep your business on track.
* Read more
* INSIGHTS TO YOUR INBOX
Stay on top of the latest leadership news with This Week in Leadership -
delivered weekly to your inbox.
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