The Pros and Cons of Hiring a Job-Hopper
More than one-third of the U.S. workforce changed or lost their job in 2020, according to the career planning website Zippia, with 26% of the workforce pursuing a new position and 11% becoming unemployed.1 Those statistics partly reflect the impact of the COVID-19 pandemic, but that isn’t the sole reason people moved around. The average employee in America has a dozen jobs during their work life, and some 65% of workers are seeking a new opportunity right now.
Traditionally, those working in human resources looked at job-hopping—in which an individual moves from company to company after a short time (usually less than two years)—with wariness. But that perception is changing. For example, three-quarters of millennials, who will make up 75% of workers by 2030, believe that switching positions regularly helps career growth.2
“I believe that the older generation were raised in times where loyalty and staying with your employer were very important, whereas the younger generations have been raised differently and they prioritize their free time and relaxation time more than the older generation did,” said Rogelio Treviño, executive director of Workforce Solutions to South Texas.3 “Employees who are not engaged in their jobs are more likely to job-hop and move to something that may seem more interesting or pays more than their current job.”
Why Hire a Job-Hopper?
As an HR manager, hiring a job-hopper can have its benefits. Candidates who move around often come with a variety of skills as well as diverse experience and a large network, since they’ve worked for different companies. The willingness to switch jobs also may show that an employee is a risk-taker, someone who is persistent, but also flexible—qualities a hiring manager wants. “People who stick around in the same organization don’t learn how to deal with the ups and downs life throws at them as well as people who have faced career shakes and shocks,” said Liz Ryan in Forbes.com.4
What Concerns Should a Hiring Manager Have?
Along with the positive, though, hiring job-hoppers bring concerns. It costs a lot to recruit, train and hire a new staff member, so companies want a new employee to stay a while. A hiring manager should look beyond the résumé and ascertain why a job candidate moved around. Sometimes individuals job-hop because they haven’t committed to a career yet, and are trying new things. Other times, the previous company wasn’t a right fit. A thoughtful interview process can discover a job-hopper who will make a good hire.
How Can an MS in Human Resource Management Help Your Career?
An online MS in Human Resource Management can prepare you for a rewarding career helping companies recruit, develop, and retain employees. Walden University’s program offers two tracks: one that provides foundational knowledge to help graduates prepare for SHRM certification, and another that allows those who already hold HR certification to customize a program that meets their needs and interests.
Graduates are prepared for positions in employee recruitment, staffing, and workforce planning; training and educational program development; compensation, benefits, and rewards administration; employee or labor relations; HR information systems (HRIS); and more.
Since the master’s program is online, students can earn their degree while continuing to work and enjoy family life. It’s a good time to pursue postsecondary education, too, since employment for human resource managers is expected to grow 7% by 2031.5
“I had attempted to finish my master’s degree several times before with no success,” said graduate LaShona Patton-Jones. “It wasn’t until I came to Walden University that I received the kind of support and feedback I needed.”
Walden University is an accredited institution offering an MS in Human Resource Management degree program. Expand your career options and earn your degree in a convenient, flexible format that fits your busy life.
Walden University is accredited by The Higher Learning Commission, www.hlcommission.org.
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