Maybe You Should be Recruiting Job Hoppers

Doug Horn on October 1, 2015 10:02:44 AM EDT

 Job_Hoppers_RecruitingRecruiting job hoppers may wind up costing employers a large sum of money due simply to their unreliability. The average cost to replace an employee is 21 percent of that employee’s yearly salary, so hiring a job hopper might wind up costing an organization much more than they would ever want to spend on an employee. As in every hiring situation, the pros and cons need to be weighed, and a decision made from there.

While job hopping has been historically looked down upon, it certainly seems to be the new norm, at least in the eyes of Millennials. The values this generation holds are different than prior generations, meaning that even though they know employers likely look down upon job-hopping, it will not stop them from pursuing their passions. 

Employers are thus taking measures to better retain their employees. Yet this raises an important question: rather than work to prevent job hopping, should employers embrace it by recruiting job hoppers? Are there any benefits that could accompany doing so?

Two million Americans leave their job every month, meaning there are a plethora of job hoppers in the market for new openings. Unfortunately for them, a survey of 1,500 staffing recruiters and hiring managers found that job hopping is the number one ranked obstacle to regaining employment. This means that employers, despite understanding that job hopping is endemic amongst Millennials, still dislike and disapprove of the trend.


There may be unforeseen benefits to recruiting job hoppers, however. For one, job hoppers may offer a certain type of versatility that other candidates do not possess. 37 percent of Millennials list “pursuing a completely different career path” as the most likely reason they might choose to leave their current company. A career spent in various industries will give job hoppers intimate knowledge of multiple industries. Ideally, a job hopper will likely cultivate a wide variety of skills that can help them in their next position. In fact, 22 percent of Millennials see training and development as the most valued benefit from an employer. This desire to learn and acquire different skillsets will assuredly help job-hoppers adapt to new environments, despite the industry or company.

Job hoppers have the courage to take risks, in that they’re willing to give up what they currently have for the unknown. As discussed above, Millennials are by no means risk-averse. 30 percent of Millennials started a business in college, while 35 percent have started a side business. Lacking the fear of failure, job hoppers are free to go against the status quo and try things others would not dare. This entrepreneurial spirit and willingness to take risks present in job hoppers and Millennials alike may very well make them the types of employees that can add immense value to any organization.