{ "media_type": "text", "post_content": "Reviewing resumes and I see more and more frequent that people last one year or less at a job and move on to the next. Is that the new norm? I’m a millennial but my last job I was with for over 4 years. Can I ask in the interview why they’ve moved around so much? Or find a nicer way of asking that. I’m definitely looking for longevity not a hopper.", "post_id": "61006eec559dca001c6f0382", "reply_count": 13, "vote_count": 5, "bowl_id": "5682e6afd55b9e0f00fce669", "bowl_name": "Human Resources" }

Reviewing resumes and I see more and more frequent that people last one year or less at a job and move on to the next. Is that the new norm? I’m a millennial but my last job I was with for over 4 years. Can I ask in the interview why they’ve moved around so much? Or find a nicer way of asking that. I’m definitely looking for longevity not a hopper.

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I’m not quite sure why this idea of blind loyalty to a company comes from. At the end of the day, if candidates feel like they aren’t valued or challenged, it’s their prerogative to make the move. Within recruiting we need to stop feeding into that stigma of jumping being bad. Let people make decisions that make them happy. This isn’t an attack on your post, rather a challenge to recruiters/hiring managers everywhere, set up interviews that best gauge for someone’s skill set, if they can do it to your liking hire them. If they can’t, then move on and provide feedback. Years of experience and “job hopping” shouldn’t be used to knock someone. End rant

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It’s all too frequent. You can certainly extract the reasoning tactfully. Try asking “What motivated you to move on from that role?” I ask that for almost every job change -sprinkled with a sporadic “was there something lacking in this role that prompted your move to company X?”

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People hop jobs so they can get title and pay raises. It’s very millennial/gen z and places are willing to play their game

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Depends on the proportion. If you see, for example, someone who has bounced 5 jobs in 5 years, I think it’s more than fair to ask. That threshold is just an example but if you see a clear pattern of moving rapidly with little time in a role, that flags (to me anyway) a potential issue. I don’t even think it’s about company “loyalty” — for me there’s a concern about having a robust set of skills and experiences, and also possibly a behavioural issue (is this person unable to work with a group of people? Perpetually unhappy? What’s going on?).

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I agree. I would see 5 jobs in 5 years as a potential problem if I was the hiring manager. Mainly would wonder if there is a behavioral issue or even whether the person left voluntarily or was asked to leave. Both sides have decisions to make. To get a job, one needs to get beyond the application phase. On the other side, if I interview for a job that has been filled 5 times in the past 5 years and the employees are no longer with the employer (i.e. not promoted - just left) I would think there must be something wrong with the job.

I used to think this way. However when you consider things like work life balance and the small annual increases that some companies give; sometimes you have to switch jobs to make progress. We all need to remember that we are working to support our families just as companies are in business to make a profit. If your company doesn't value you or offer any growth then yes move on. Sadly I think this is the new normal.

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Cost of recruitment is too high for a one year return. Past experience predicts the future, so if a person job hops a lot, that's a problem.

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HRG 1- That’s hilarious. Companies are in business to make money. They can spout the employee friendly crap all they want, but in the end it’s about making money. (Senior HR exec here)

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Call me old school if you want, but it’s a red flag. The best indicator of future behavior is past behavior and unless this person has a good explanation, you can only expect they won’t be worth your investment in them.

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I would absolutely ask. You don’t want someone who will will jump as soon as you have them trained. It’s a red flag to explore. All this title/comp jumping may indicate they aren’t really ready for your role when you probe. People can price themselves out of the market.

No harm in asking, but there is harm in jumping to conclusions. Personally, I could care less about how many jobs a person has had for the past year alone. They might have different reasons for job hopping for each of them and it might not be indicative that they will hop again in the future. Ex: 3 jobs in one year. 1st job, retrenched. 2nd job, left because the company turned out to be illegal. 3rd job, had to leave because their mother died and had to grieve. Above is actually a true story. My response to this thread: There is so much opportunity right now relative to past generations not just locally but also internationally that "hunting for longevity" sounds like a dinosaur that refuses to kick the bucket. As a sociologist, I've always believed job hopping is just a symptom of modernity, longer lives, and peoples' changing motivations to work. No longer do employees want to be tied down to one employer if there are other opportunities out there. Which means HR can't fight the trend of job hopping. We can talk amongst ourselves here, or LinkedIn, or in coffee shops how job hopping is a toxic trait of the current workforce but the fact is it exists and will continue to do so. Now, we can either accept that and work on employee retention strategies or step on our soapboxes to generalize a group of probably dissimilar people who happened to have had one too many job in a year. Again: No harm in asking, but there is harm in jumping to conclusions.

A LOT of companies use a lot of contract as well which could play a big role in the job hoppiness - but the new average is roughly 2 years now. It’s not that common anymore for someone to be at a company longer than that.

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