If you are not familiar with the term, “Job hoppers” are people who jump from job to job on a regular basis.

They don’t normally last more than a year in one single job, this could result in an HR nightmare.

The question is – should you hire them or not?. Our initial reaction would be to answer “no”, as they would more than likely cause disruption in the office when they unexpectedly leave. This results in a loss of time and money down the line.

Rather than making this assumption have you ever considered that they may be employees who are simply looking for a higher wage or better career opportunities?

The world of jobs has changed drastically over the years. Today, job hopping is quite common. The normal career path is no longer sequential. That means that hiring managers like you are probably going to have the CV of a job hopper come across their desk sooner than later. And that brings up the question – Why should you hire job hoppers?

Not all job hoppers are risks. If companies can overlook the stigma attached, job hoppers often can make great employees and bring a lot of value to a company as they bear the following traits:

  • Flexibility
  • Adaptability
  • Strong Networks
  • Unique Skill Sets and Talents
  • Versatility
  • Risk Takers
  • Enthusiastic
  • Fresh Ideas
  • Top Performers
  • Knowledgeable
  • Easier To Recruit

The majority of these traits are what companies are looking for in their employees. In the old economy, companies valued an employees lastingness with one employer but that economy has changed today and job hoppers have become the latest generation of job seekers. It simply comes down to the question would you be willing to take a risk on that person?

In the meantime, remain open-minded to potentially great candidates who appear to change jobs frequently. Proceed with an interview with these tips, to get an overview of the candidate and if they are worth taking a risk on.

  • Ask In-depth Questions
  • Rely on work references
  • Find out their long-term career goals