There is no denying that employers around the world have been struggling against job hoppers and are trying to retain their talent for longer durations.

Hiring Managers often feel an adrenaline rush after reading the qualifications of a perfect candidate. They begin to think that their time-consuming research finding the right applicant for the role has finally paid off.

But, suddenly as they scroll down a little, that happy moment drops down, when they read- one, two, three, and okay, four jobs in only two years.

According to the Bureau of Labor Statistics, overall, a worker stays in a job for the median number of 4.2 years, and a 2018 report by the same group says that millennials, between the ages of 18 and 20, change an average of “7.2” jobs in this period. With the changing times, the trend of job hopping is increasing almost daily.

The hiring manager bends down to push a job hopper to the NO pile, but wait!

Hiring is costly. So, why waste a resume when you actually have a candidate with the ideal job qualifications?

Here is why you need to reconsider-

Job Hoppers have Access to More Resources

A common assumption among employers says that a job hopper makes for a bad and inefficient employee. They say that job hoppers have commitment issues towards their job or are skill deficit as compared to their peers.

However, they are the employees who change jobs because they are offered many high-level opportunities. Moreover, they have access to more resources as they are required to keep up with the constant changes. (With experience comes wisdom!)

The chances are that there are some training aspects of your organization that they already know. It is best to hire them, utilize their diverse skill set and focus on their knowledge gaps to transform them into better leaders for your benefits.

Job Jumpers are the Star Performers

Job Jumpers take risks, have a diverse skill set, and hence, become the most efficient performers in an organization. They keep on changing the jobs; their only “fault” is that ‘they take risks’ and are ‘ambitious enough’ to look for new and better opportunities.

Both of the above points are the positive indications of the rising talent. So, rather than pushing them to the NO list, they should be on your most desirable targets because there are those three or four firms who have seen enough benefits in hiring them.

They are Flexible and Take Risks

Every organization needs an individual who says “Yes” to take risks. Though it is not considered appropriate in some sectors, a flexible risk taker may give a competitive edge to your organization.

Job Hoppers Have Exposure To Different Businesses

When a job hopper makes a switch, it is not necessarily true that he or she will always get a job in the same type of business.

They get a chance in different businesses that give them a chance to explore various ways of working while building a network with the new and innovative minds. After all, it’s not about who you know but what you know.

They Are The Next Face Of Rising Talent

Job hoppers are surrounded by a number of stereotypes that they are running from jobs, including: they did not like the company policies, they were bored, or they did not give themselves enough time to understand their job role.

However, regardless of the reasons, they have undergone various job titles, skills and responsibilities, all of which makes them a part of the talented pool.

Moreover, according to the latest 2018 research by Mettl, 87% organizations will be hiring more talent than the previous year. You can also use talent assessments to test candidates, as it is often used in every phase of the employee lifecycle - be it Talent Acquisition, Training Need Identification, or Employee Management.

But What Does The Other Side Of Coin Say? Breaking the Myths!

According to Career Builder - 43% of the employers won’t consider job hoppers.

Employers consider them as selfish, disloyal, and a person who is not committed towards their organization. But, the truth is that they are not appreciated enough in their organization, they haven’t found a way to hone their skills or are simply looking for new opportunities.

Moreover, loyalty is a two-way street, and if, as an organization, you want an employee to want to stay, the employer’s perspective towards them should also be the same.

So Should You Hire A Job Hopper?

Job hopping is the new rage of the working world, and the normal career is no longer a linear process.

The talent marketplace of today is quite volatile, and rejecting job hoppers may cause you to miss out on some exceptional employees. 

Moreover, considering all the data and statistics mentioned above, you should hire a job hopper and leverage their qualities to the company’s benefits. Take into account the face of a changing market, but ensure that your decision is influenced by the company’s norms, their skill set and your requirements.

About the Author: Prabhash Bachhuwan is a content marketer who is an active contributor to Mettl‘s blog. A writer by day and a reader by night, the one who believes there is no sharper sword than the pen. Mettl is an HR technology company and leading talent measurement firm that enables businesses to make precise people decisions in talent recruitment, management and training across industry verticals.