Are Job Hopping Candidates The Answer To Your Recruitment Crisis?

It’s official. The UK is in the grip of a talent shortage. The latest JobsOutlook survey from REC (the Recruitment and Employment Confederation) reveals that 98% of businesses report little or no capacity to take on more work without increasing their headcount.

With a scarcity of available skills over 80% of employers are turning to temporary recruitment agencies who face their own challenges in finding candidates with suitable qualifications in key sectors.  

Could ‘job hoppers’ be the answer to your talent acquisition crisis?

Traditionally, job hoppers have been rejected by hiring managers and employers looking for more dependable candidates but the hiring landscape is changing. A CareerBuilder survey carried out last year discovered that over half of all employers have hired a job hopper, with nearly a third stating that they now expect professionals to change jobs frequently.

Employers’ attitudes to hiring solutions and job hoppers may be changing but HR departments who have already been burned by bad hires may be reluctant to extend job offers to candidates with ‘commitment issues’.

Do you have a choice?

Job hopping - the new normal?

As millennials begin to dominate the workforce job hopping is becoming the new normal.  A survey carried out by Robert Half suggests that 57% of professionals between the ages of 18-34 regard job hopping as a natural part of their career advancement. This is in stark contrast to older generations.

As employers seek effective hiring solutions to attract passive talent to their brand, the job hopper should perhaps be thrown into the candidate mix but this recommendation comes with a caveat.

Drawing a clear line between the two types of job hopper is essential to avoid a bad hire.

A study in the US carried out by the Society for Industrial and Organisational Psychology identified these two groups as ‘escape driven’ and ‘advancement driven’ job hoppers.

Escape driven candidates exhibit impulsive characteristics and lack persistence. The advancement driven job hopper is self-motivated, focused on achievement and possibly the ideal solution to your immediate recruiting crisis.

Here’s why:-

Adaptability : Job hoppers are comfortable in a variety of working environments and are quick to adapt, displaying an ability to get along with colleagues from disparate backgrounds. Rather than a prolonged orientation and onboarding process, job hoppers quickly immerse themselves in your company culture.

Tip : When screening applications through your recruiting software, be alert to the ‘escape driven’ candidate. Typically their career history will include a number of unrelated jobs. ‘Advancement driven’ candidates will demonstrate relevant skills and achievements. Establish the criteria for your key skills and qualifications in your applicant tracking software prior to screening.

A wide range of skills : Job hoppers have greater opportunities to increase their skill set and enjoy more career advancement opportunities. Exposed to a number of diverse cultures, they frequently add to their skills base, while at the same time learning new ways of responding to the same challenges. Ambitious job hopping professionals will observe the habits and characteristics of high achievers and adopt the most effective.

Tip : Look for the achievements and new skills learned in each role to ensure you are hiring a candidate who isn’t changing jobs to escape accountability or avoid being fired.

Extensive network of contacts : Successful job hoppers are likely to have more professional contacts than employees who have remained with one employer for many years. Their extensive network offers distinct advantages to an employer as an advancement driven new hire will use all of their tools and resources at their disposal to succeed.

Tip : Don’t make a final decision on hiring a job hopper without taking detailed references. A talented candidate will have access to a number of positive professional references to back up the achievements on their CV. Use your recruiting software to automate the processing of references.

Discerning the difference

Prepare interview questions : When interviewing a job hopper, focus on their responses to specific interview questions. For example, ‘Tell me about a time when you persevered in a challenging situation and still achieved your goal’. A job hopper who is goal oriented will respond with several examples relevant to your vacancy. Streamline your screening process with modern recruiting software which offers the facility for self-assessment with ‘gross negative disqualifying’ (GND) questions.

Review the CV : An ambitious job hopper’s CV will show an overall trend of career advancement, with increased responsibility in each new role. Avoid job hoppers who have simply swapped one job for another with no apparent career goal.

Taking the risk

Hiring an ‘advancement driven’ job hopper comes with risks. Can your organisation meet their aspirations and offer an environment which provides the opportunities that will persuade them to stay?

With employers turning to temporary staffing agencies to fill the skills gap, job hoppers may prove to be a viable solution to your recruitment crisis.

Save time in your hiring process with sophisticated recruiting software. Advorto helps you to identify, source and hire talent quickly. Contact us today.

You might also like to read:-

Authenticity : The Key To Successful Talent Acquisition

Talent Acquisition : 10 Steps To Ensure Your Job Offer Is Accepted

 

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