August 22, 2022 | Hiring Tips for Managers

Four Tips for Hiring Job Hoppers

“Success comes not from having certainty, but being able to live with uncertainty.” ― Jeffrey Fry

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.

Posted by Mark Whitman

Mark Whitman is the founder of TeamBuilder Search. Mark’s mission is to help clients recruit the top five percent of digital marketing executives, taking great satisfaction in helping clients out-recruit their competition. In the process of fulfilling his mission, he takes great care to help digital marketing leaders elevate their careers. People say Mark owns a recruiting and staffing company. He says he owns a life improvement company. To learn more about Mark visit our Leadership page.
Right Menu IconMENU