Building a Career Through Job Hopping

Building a Career Through Job Hopping

According to job seekers, there is nothing wrong with job hopping. After all, everyone wants to earn more and, at the same time, improve as a specialist. How much do recruiters agree with this point of view when they see from the resume that the candidate is inclined to job changes 2-3 times a year? In general, is it possible to count on successful career building with job hopping? Let’s figure it out.

How Do HR Managers Assess the Situation?

A few years ago, employers considered applicants who have changed jobs more than once a year to be “flyers” and often denied them employment. However, times have changed, and these changes have affected the idea of ​​the workers’ constancy. Today, those candidates who have changed 2-3 jobs during the year have serious reasons for concern. Although, a loyal attitude toward them also has its limits. What do HRs think about those who frequently change employers and are currently searching for a job?

Most likely, this is a conflicting person with a quarrelsome character. Perhaps they are constantly dissatisfied with everything: the corporate culture, the team, the attitude of the boss, the level of wages, so they easily move from place to place. Apparently, this applicant does not know what they want. They do not set clear goals for themselves and quickly lose interest in any work because they simply do not strive for anything.

Perhaps the reason for the frequent change of work lies in the incompetence of a person. Maybe they cannot adequately endure even a trial period, so they go from one employer to another. If the recruiter is interested in the professional qualities of the candidate, then they will try to find out the reason for such inconstancy during the interview. Therefore, be prepared to give good arguments for your behavior and do not leave the interlocutor the slightest opportunity to build their assumptions.

For example, moving and inconvenient transport interchange, which significantly increases the time spent on the road, can be considered a good reason for changing jobs. Or perhaps you are renting an apartment and are forced to look for new sources of income after a rent increase. Try to make the reasons for your decisions logical and justified.

Along with this, “frequently migrating” candidates may also suffer financial losses. Indeed, in such a situation, it is hard to develop a business reputation, which has a positive effect on the level of wages. First, the company is in no hurry to offer a high salary to an employee who may soon go back in search of better working conditions. Secondly, frequent changes do not contribute to career growth, and it is also not necessary to count on a salary increase for long service.

Frequent changes do not contribute to career growth.

Job Hopping: Arguments For and Against

So, the disadvantages of regular job changes include:

  • The biased attitude of the interviewer, if the applicant could not provide a clear explanation or the motives of his actions;
  • Difficulties in increasing the market value of their labor;
  • Lack of stability.

From the job seeker’s point of view, the benefits of job hopping include the following:

  • Opportunity to find the best working conditions, improve your skills, and not stop in your professional development;
  • Broaden your horizons, gain experience of cooperation with different people;
  • Master innovative methods of building a business process;
  • The opportunity to “find yourself” as a result of the search, choose your specialization.

Three Tips for Applicants Who Frequently Change the Job

If you want to make a good impression on your interviewer, you should keep in mind these three tips for job hoppers:

  1. When you start looking for a job, decide on your goals. Carefully evaluate the potential employer, position, and reputation of the company in the market. Try to ensure that each new job increases your value and opens up prospects for moving up the career ladder. Ask yourself a question: am I ready to work here for 2-3 years? If you feel doubts, once again weigh all the pros and cons of the vacancy.
  2. If you’ve been changing jobs a lot lately, point out your strengths to the recruiter. After all, the skills and strengths of a specialist are much more important than the period during which they worked.
  3. Be sure to explain to the interviewer why you are currently searching. Try to convince your interlocutor that you are seriously interested in long-term cooperation and want to work in this particular company.

How to Understand That Your New Job Is the Path to Development?

Recent studies on leadership intelligence have shown that professionals constantly learning something new are 10 times more likely to feel interested in their work. Unfortunately, only 35% of respondents admitted that their work provides an opportunity to learn new things. Few companies make sure that their employees are constantly learning and growing professionally. In most cases, you will have to conduct an independent search to understand how much the employer is interested in the professional growth of their employees. To do this, there are two simple questions that you can ask during the interview process:

  1. Can you tell about an employee who developed his competencies and acquired new skills while working for you? The purpose of your question is to understand how attentive the manager is to his subordinate’s development;
  2. How often do you meet with your subordinates as a mentor or coach? It seems natural that a manager should serve as a mentor to his employees. But a recent study showed that only 20% of employees say that the CEO takes an active part in their development as professionals. If in response to this question you cannot even be given a general answer, this is a reason to be wary.

Of course, both of these questions should be asked at the interview with the manager. Even a qualified HR does not always know about all the processes within the team. If you notice that the interlocutor has taken a defensive position, it is worth recognizing that employee training is far from a crucial issue for the company.