Why Job Hoppers Make the Best Employees
1. Job hoppers have more intellectually rewarding careers.
In almost any job, the learning curve is very steep early on. And then
it goes flat. So by the end of two years at the same job, you often have
little left to learn. Which makes me wonder what people are doing to
keep their brains alive if they stay at the same job for 20 years. It
also makes me certain that job hoppers know more.If you change jobs often, then you're always challenged with a lot to learn -- your learning curve stays high
This is true for office skills, and industry specific knowledge. It
also applies to your emotional intelligence. The more you have to
navigate corporate hierarchies and deal with office dramas, the more you
learn about people and the better you will become at making people
comfortable at work. And that's a great skill to have.
2. Job hoppers have more stable careers.
Corporate America doesn't provide stability for its employees. The only
people who think it does are really old and completely out of touch.
There are layoffs and downsizing and just-in-time hiring and contract
workers -- realities that barely existed a generation ago. The stability
you get in your career comes from you. If you're counting on some
company to give you stability, realizing this is scary. But if you
believe in yourself and your abilities and treat your career with this
understanding, then it's no problem. You can create career stability --
you just have to do it on your own.
The way you do that is through networking. Because you can be sure
you'll need to find many jobs in your lifetime, you want network as
efficiently as you can. After all, the most efficient way to find a job
is through a network. It's how most people land jobs. People who work
for lots of companies have a larger network than people who stay in one
place for long periods of time. Which is why job-hopping creates stability
3. Job hoppers are higher performers.
If you know you are going to leave your job in the next year, you're
going to be very conscious of your resume -- that is, what skills you're
tackling, what you're achieving, whether you're becoming an expert in
your field. These issues do not generally concern someone who has been
in a job for five years and knows he's going to stay another five years.
So job hoppers are always looking to do really well at work, if for no
other reason than it helps them get their next job.You can't job hop if don't add value each place you go
That's why job hoppers are usually overachievers on projects they are
involved in; they want something good to put on their resume. So from
employers' perspective, this is a good thing. Companies benefit more
from having a strong performer for 18 months than a mediocre employee
for 20 years. (And don't tell me people can't get up to speed fast
enough to contribute. Fix that. It's an outdated model and won't attract
4. Job hoppers are more loyal.
Loyalty is caring about the people you're with, right? Job hoppers are
generally great team players because that's all they have. Job hoppers
don't identify with a company's long-term performance, they identify
with their work group's short-term performance. Job hoppers want their
boss to adore them so they get a good reference. Job hoppers want to
bond with their co-workers so they can all help each other get jobs
later on. And job hoppers want to make sure everyone who comes into
contact with them has a good experience with them; it's not like they
have ten years on the job to fix a first impression.This is why job hoppers care more about their co-workers
and will go further to make them happy than long-term employees. And it
if you think about it, this makes sense for a company, too: The company
isn't hiring you with any decade-long commitment, so you would be
foolish to think you have to give one.
5. Job hoppers are more emotionally mature.
It takes a good deal of self-knowledge to know what you want to do next,
and to choose to go get it rather than stay someplace that for the
moment seems safe. It takes commitment to personal growth to give up
career complacency and embrace a challenging learning curve throughout
your career -- over and over. And it's a brave person who can tell
someone, "I know I've only been working here for a month, but it's not
right for me, so I'm leaving."
Doubtless you'll hear that you should stick it out, show some loyalty,
give it at least a year or two. But why should you take time out of your
life to spend your days doing something you know is not right for you?It is okay to quit
No career is interesting if it's not engaging and challenging, and your
most important job is to find that -- over and over. Do not settle for
outdated workplace models that accept complacency and downplay
self-knowledge. Sure, the job market is tough nowadays - but that's no
reason to settle.
Job Hopping Is the 'New Normal' for Millennials: Three Ways to Prevent a Human Resource Nightmare
The average worker today stays at each of his or her jobs for 4.4 years, according to the most recent available data from the Bureau of Labor Statistics, but the expected tenure of the workforce’s youngest employees is about half that.
Ninety-one percent of Millennials (born between 1977-1997) expect to stay in a job for less than three years, according to the Future Workplace “Multiple Generations @ Work” survey of 1,189 employees and 150 managers. That means they would have 15 – 20 jobs over the course of their working lives!
So what would all this job-hopping do for young workers’ careers? For applicants, job instability on a resume could come at the cost of the dream job. For years, experts have warned that recruiters screen out chronic job-hoppers, instead seeking prospective employees who seem to offer longevity.
Talent acquisition managers and heads of Human Resources make a valid case for their wariness of resumes filled with 1-2-year stints. They question such applicants’ motivation, skill level, engagement on the-job and ability to get along with other colleagues.
These hiring managers worry they’ll become the next victims of these applicant’s hit-and-run jobholding. For companies, losing an employee after a year means wasting precious time and resources on training & development, only to lose the employee before that investment pays off. Plus, many recruiters may assume the employee didn’t have time to learn much at a one-year job.
The Upside of Job Hopping
But for newly minted college graduates, job-hopping can speed career advancement. According to a paper out of the St. Olaf’s Sociology Department entitled “Hiring, Promotion, and Progress: Millennials’ Expectations in the Workplace,” changing jobs and getting a promotion in the process allows Gen Y employees to avoid the “dues paying” that can trap workers in a painfully slow ascent up the corporate ladder.
Job hopping can also lead to greater job fulfillment, which is more important to Gen Y workers than it was to any previous generation: A 2012 survey by Net Impactfound that 88 percent of workers considered “positive culture” important or essential to their dream job, and 86 percent said the same for work they found “interesting.” Job-hopping helps workers reach both of these goals, because it means trying out a variety of roles and workplaces while learning new skills along the way.
And economic instability has erased, especially for younger workers, the stigma that has accompanied leaving a job early. That’s because strategic hopping been all but necessary for as long as they can remember. Workers today know they could be laid off at any time – after all, they saw it happen to their parents – so they plan defensively and essentially consider themselves “free agents.
If that freedom seems an undue privilege, think again. The downside to the freedom they enjoy is financial insecurity worse than any other generation in the past half-century. That’s a sufficient price to pay.
So while Baby Boomers started working with an eye on gaining stability, raising a family, and “settling down,” today’s young workers take none of that for granted. Instead, as shown by Net Impact’s survey, they are more concerned than their predecessors with finding happiness and fulfillment in their work lives.
Edited by SamoneLenior - Jun 29 2014 at 6:25am