Job hopping: what is it and what are its advantages?

Stability is perceived as a difficult goal to achieve in a work environment in which temporality prevails, as is the case in Spain. But, Are we sure that all workers aspire to spend their professional life working in the same place?

Members of the millennial generation They have been incorporated into the labor market for some years now, and they are showing us that for them it is not feasible to spend your entire career in the same company

They do not perceive money as an end but as a means to achieve other goals, and they know that they can earn it anywhere, so they do not feel too tied to a job. If they don't like it, don't learn anything new, or simply get bored with what they're doing, they'll grab their things and leave. This is what is known as job hopping, a phenomenon that is on the rise and that all companies must know to better understand it and take advantage of it.

What is job hopping?

is the tendency to change jobs frequently and voluntarily. It occurs to a greater extent among millennials, because for this generation it is very important that their work is an intellectual challenge and that it provides them with something more than a salary.

A study carried out by Harvard Business Review has revealed that 75% of younger employees are open to new job opportunities, even if they feel good in their current position and are happy with the company. For them, the average stay in the same job is two years.

The phenomenon of job hoppers or job jumpers, the job jumpers, contrasts directly with the companies' goal of retaining talent. Hence, many recruiters look askance at people who have voluntarily changed jobs several times in a not too long period of time. However, by analyzing the profile of these workers we can know what companies should do if they really want talent to stay with them for a long time.

Why do job jumpers go from job to job?

They look for new challenges

They get tired of always doing the same thing and want to participate in new projects. If the company they work for does not have the opportunity to do so, they will seek employment elsewhere.

They want to improve their working conditions

This includes from salary until the schedule, going through the possibilities of teleworking, making the day more flexible, etc. If your current company is too inflexible on these issues, employees will leave.

Lack of professional development

New generation employees want to develop. Take on new tasks, keep learning, even move up and often find that this option is not possible for them in their current workplace. Consequently, they write their voluntary resignation letter and go on the "hunt" for a new position.

short-term vision

The millennial generation has had a particularly difficult time accessing the labor market. When many of them were in age to find his first job, the crisis of 2008 arrived Y, when they were a little more settled, the pandemic arrived. Therefore, they have developed a short-term vision against which it is difficult to fight.

They think about the here and now, because they know that practically anything can happen in the future. Consequently, they do not consider that there may be possibilities of developing a long-term professional career in a company in which they can deploy all their talent. If a better or more interesting offer appears, they don't even think about it and leave without looking back.

For organizations it is difficult to fight against this. Profound changes would have to be made in the culture and encourage loyalty, and not all are willing to do so or, directly, do not know how to address this challenge.

A phenomenon that could play against job hoppers

The way of understanding labor relations that job jumpers have works against them. Because there may come a time in their life when they need more stability, and that's when they can begin to pay the consequences of having gone from one job to another.

Recruiters will see them as uncommitted people, and they will not be offered those positions that have exactly what they are looking for: opportunity for growth, training, responsibilities, etc.

Like everything in life, what is bad for some is positive for others. The conception that companies have regarding job jumpers benefits those with a senior profile who are more committed, since they will be more valued at the time of being hired, and even of an internal promotion.

Advantages of hiring job hoppers

Companies should try to control their turnover rate, but it is not necessary that it be zero. In fact, it is considered that a index below 15% is healthy, because it allows the template to be recycled. Therefore, every organization must be aware that its staff will be divided into two groups: the people who show the most commitment and loyalty to the company, who represent the talent that will stay in the long term and that must be promoted. And the people who will leave in two or three years, but who have talent and potential that can be fully exploited during that time for the benefit of the business.

Let's see what job jumpers bring to companies:

A high level of productivity

These types of people are ambitious and want to grow professionally as quickly as possible. Consequently, their productivity level is very high. They may not make a long-term commitment, but they give the best of themselves while they are in a company.

They adapt quickly to the job

They demand flexibility from companies and they also offer it. The job jumper is so used to being the new one in the office It doesn't take long for him to adjust to his new position.

They bring extensive experience

Even if their careers are not very long, they are people who have passed through different organizations and have learned new things in each of them. They know the market and the competition well, and this is something your new employer can directly benefit from.

They don't see change as a threat

For the job jumper, it is not a problem to have to take on new tasks, learn to handle a new computer program, change workplaces... they do not see the change as a threat and, consequently, they do not resist to it but quickly adapt to the new situation.

They pay for your training

Those who have this professional profile want to grow in their careers and they know that for this they need training. If the company does not offer it, they are the ones who pay for it and, in addition, apply their new knowledge to their job.

They have an extensive network of contacts

Precisely because they have worked in different places, their network of contacts is notably wider than that of other people with a more committed profile. In the case of the organization, this can reach benefit from that network of contacts.

Greater ease of contracting

It is easier for these people to say "yes" when they are offered a job contract because, not having a long-term vision about their permanence in the company, they do not show much interest in issues such as promotion possibilities, which makes them the negotiations are easier and faster.

How to get the most out of the job hopping phenomenon?

A job hopper is not a source of problems for the company, far from it. The key is to take steps that help you realize your full potential.

Promote a positive work environment

We are before low-trouble workers, who do their work efficiently and do not want problems with anyone. This favors a calmer and more cordial work environment, which is good for them and also for more committed employees.

Define your goals well

The job jumper is a productive and motivated worker, and he will be even more so if from the beginning he is very clear about the goals he must achieve and the tasks he has to perform. The more realistic your goals are, the more efficient you will be in meeting them.

Establish an incentive program

If we offer some kind of incentive to a person who is already productive in and of itself (it doesn't necessarily have to be money), we get your productivity level skyrockets even higher.

Job hopping is a phenomenon that is here to stay, and companies must learn to live with this new worker profile and be able to get the best out of them and make the most of their talent. Who knows, maybe a job jumper could feel so comfortable in his position that he decides to leave his talent at the service of the company for a long time.