Job hopping is the new way the younger generation perceives work. A phenomenon worth exploring to find out how to manage young employees.
What is job hopping?
Fixed jobs and job stability no longer seem to hold the same appeal as in the past. One sign of this trend is the phenomenon of job hopping, which is especially prevalent among younger generations who, thanks in part to new technologies and pandemic effects, see and experience work differently than older workers.
Literally “job hopping” means “jumping from one job to another”. The phenomenon began in America and then spread, at different rates, to other countries. Simply put, it is the tendency to change companies and jobs frequently, almost with regularity. In fact, the term is used when this tendency occurs several times in a person's career path and at short intervals, roughly every 2 years. The phenomenon mainly affects the younger generations, especially Millennials born between the 1980s and 1990s. However, it is also beginning to involve Generation Z, those born after 1995. Young people who start working now are the firsts to find a world of work marked by smart working, focus on wellbeing, and digital nomadism.
Although to a lesser extent, the tendency to change jobs also affects other generations and anyone, regardless of their age, who is looking for something more than a traditional, stable, well-paid employment. As a result, the Great Resignation phenomenon, as defined by Professor Anthony Klotz, is taking place in several countries. This phenomenon consists of a very high number of people quitting their jobs, almost en masse. And the Covid19 pandemic has certainly given it a major boost.
Even the Job Hopping Generation changes companies to find better career opportunities and higher salaries. However, they also seek a job consistent with their values and aspirations. This includes, among other things, the quality of the work environment and relationships with coworkers.
Job hopping: opportunity or disadvantage?
Perhaps both. It is certainly a challenge for companies to deal with. Most of them are increasingly aware of the revolution that is affecting the professional world today. Indeed, recruiters and employers must come to terms with the whole new way in which new generations perceive work, and their particular willingness to change it.
On the one hand, it brings undeniable opportunities. Indeed, the Job Hoppers can prove to be a particularly attractive profile for companies. They are generally enterprising, ambitious, flexible people who are ready for change and willing to learn. However, the flip side of the coin is that personnel management becomes more complex, especially when considering the aspects of corporate Onboarding and Retention. The trend toward job hopping, in fact, exposes employees to the risk of going through high levels of turnover. A recent Gallup study shows that 6 out of 10 Millennials are open to new job opportunities and that only half of respondents plan to keep their current job after one year. The other half, therefore, express less involvement with the company and a propensity to look for a new position.
For a company, this means risking the loss of valuable resources but also of the budget invested in selection, training, and onboarding. Indeed, a high rate of job abandonment affects the ROI related to the recruiting and hiring phases. To reduce these risks, the onboarding phase of the newly hired employee in the company becomes fundamental. In fact, an effective Onboarding process, preferably a digital one that is pleasing to the candidate, is strategic for attracting talent and increasing the chances to retain them in the long run.
Is a Job Hopper's CV a good CV?
Not always. Changing companies to get ahead, or to find better salary, is not always a good strategy. This is especially true when job hopping is too frequent, or is based on shallow and weak motivations. When recruiters assess the profile of a candidate who has changed jobs frequently, they may think they are looking at someone who is unreliable, or has a bad temper, or is unable to adapt. At the same time, however, a Job Hopper’s CV may be the manifestation of a dynamic personality, someone interested in growing and improving, with multifaceted skills.
Companies need to think about how to attract and keep talent, especially those most open to change, such as Millennials and GenZs.
Central to this is working on the relationship with employees, making them feel recognized and part of a larger project. This is possible with an effective employee experience plan. Of course, listening and attention help in any kind of social interaction, but companies can use specific strategies to create strong and satisfying people-to-people relationships. In addition to good initial onboarding, some of these strategies include involving staff in company life, fostering work-life balance, as well as offering training and professional development plans.
