Before hiring job hoppers, learn to select your future leaders.
Like Jeffrey Fry’s quote, there’s uncertainty in hiring job hoppers. As a hiring manager, it’s concerning to see a long history of job-hopping on an otherwise stellar resume. A candidate with a long history of job-hopping may not be a worthy investment, so you’re hesitant to even interview them. “Job-hopping” is becoming more and more common on resumes, and may just be an unavoidable aspect of future candidate pools. However, there are a lot of great candidates who have changed jobs frequently. In order to excel, learn to select your organization’s future leaders from a highly mobile candidate pool. The key is to separate the future leaders from the costly hiring endeavors. Here are the top four things to look for when making these hiring decisions:
1. Look for job-hoppers who are running toward something.
Target candidates who are looking for something you can give them. Specifically, target candidates who are looking for something which other employers have not given them. For example, target candidates who are looking for a challenge or for work that is stimulating and interesting.
Target candidates who are seeking clear opportunities for growth or advancement. Look for candidates who clearly articulate the progression they were seeking in the past. Additionally, look for job-hoppers who clearly articulate what they are running toward now.
2. Avoid job-hoppers who are running away from things.
Subsequently, avoid job-hoppers that are running away from something. Avoid candidates who voice complaints about why they have not been able to be successful. Avoid job-hoppers who complain about prior “bad” employers and circumstances.
These job-hoppers will not be good investments, as there is nothing to suggest they will commit to your organization or to the role you are offering.
3. Seek candidates who can match what interests or motivates them with what you’re offering.
Look for candidates who clearly describe why they want to work at your organization. Furthermore, look for candidates who clearly describe why they want to work in the role you are offering. This shows that the candidate has thought enough about the role to be able to commit to it.
4. Look for people who have committed to interests or hobbies.
Target job-hoppers who have committed to interests or hobbies. A job-hopper may have moved around in their career, but they may also demonstrate passion and commitment in other areas of their life. In this case, they may be a dependable and passionate worker.
Final Thoughts
As a hiring manager, it can be difficult to get past a candidate’s frequent career moves. But don’t immediately dismiss the candidate. Instead, look for job-hoppers who meet these four criteria. Build a passionate, high-achieving team despite a history of frequent job-changes.
Check out our Thought Leadership articles to learn more, or contact us to discuss your hiring and recruiting challenges.
Six Tips to Hire the Right Sales Rep
As a hiring agency, we place candidates in CRO roles, inside sales roles, and every role in between. We mainly focus on placing people within emerging tech and digital transformation teams. Regardless of what your focus is, follow these six tips to hire your next sales rep.
Four Tips for a Healthy Culture
Hiring the right people to fulfill your vision is essential, but assembling a great team for your organization is a difficult task. Finding the right person to fill each role is time-consuming. Something equally important—and equally tricky—is building and maintaining a healthy organizational culture.
5 Questions to Ask Before Hiring Your Next Paid Social Strategist
Social strategists develop and implement social media strategy in order to support a company’s digital marketing efforts.
