What are job hoppers?

The job hopping definition is the practice of quickly moving from one employer to the next. There isn’t an exact amount of time with an employer or number of jobs that a candidate needs to have to be considered a  job hopper. Some industries have a high turnover rate, and candidates with several employers in rapid succession are the norm, while others have an expectation that new hires should stay for several years.

Why do people job hop?

While job hopping was once a sign that someone was unable of holding stable employment, the practice is now more common. After severe economic downturns disrupted the idea that people should expect to stay at one company for the entirety of their career and climb the ranks over time, people anticipate multiple job, employer and even career changes over time. Top candidates job hop for many reasons, including:

Salary increases

One reason people leave their employer in favor of a new job prospect is to seek out a higher salary that fairly compensates them for their labor and expertise. While people can expect raises each year from their employer, some people may seek out higher increases. By seeking out different employers, top candidates may be able to obtain more significant salary increases, helping them pursue goals of financial stability.

Upward mobility

Another reason people job hop is the lack of growth opportunities through their current employers. If an employee joins a company and then realizes leadership often seeks outside hires instead of promoting current employees, they may feel they don’t have a future at the company. Lack of advancement opportunities can lead an employee to start looking for companies that will enable their professional development and provide opportunities for growth.

Additionally, people who change jobs frequently early on in their career may be trying out different roles before they land on the career path that suits them most. 

Related: What Is the Gig Economy (and How To Hire in It) 

Company culture

Top applicants tend to desire company cultures where they feel supported, engaged and committed to the company’s mission and values alongside their individual roles within the business. Even new hires may realize the company culture is not a good fit for them and decide to seek a new position at a company that better aligns with their needs. 

Benefits of hiring a job hopper

Here are some of the benefits that a job hopper can potentially bring to your company:

Expansive skill sets

Job hoppers may move from job to job seeking new opportunities for growth, amassing large skill sets they can use to improve operations at your business and perform their roles more efficiently. As a result of their varied experience, job hoppers can teach your team the skills, strategies and tools they learned in past roles.

Industry knowledge

Hiring a job hopper can also give your team insight into how other businesses in your industry accomplish similar tasks. Job hoppers may have worked for multiple direct competitors, allowing them to compare current workplace procedures at your business to similar businesses and give recommendations on how your company can be more competitive. This type of industry knowledge can help motivate team members and potentially increase your company’s bottom line, making it a win-win situation for everyone.

Ambition

Job hoppers often change jobs because they have high ambitions and want to grow as fast as possible. If you have opportunities for growth, you can channel the job hopper’s ambition into long-term success at your company. Their new ideas and drive for success can motivate your entire team, which in turn can contribute to a positive working environment. 

Agility and adaptability

Because job hoppers are used to learning new processes every time they go through the onboarding process, they can be adaptable. They can learn new skills quickly and respond to industry changes easily, allowing your business to be more agile. For example, if you’re considering opening a new department or creating a new team within your company, a job hopper may be willing to take on additional responsibilities or switch roles to assist with the changes. 

Challenges of working with a job hopper

Not all job hoppers are ambitious and successful, so it’s important to be aware of potential drawbacks of hiring this type of worker:

Possible instability

Hiring a job hopper may be a risk because they have a pattern of leaving employers after short stints. A job hopper that feels unsatisfied may have no problem leaving your team for a better opportunity, creating possible instability. If you’re looking to hire someone for the long term, a serial job hopper may not be the best match for your current needs. When interviewing a suspected job hopper for a long-term position, it’s a good idea to be up-front about any concerns you may have. An open discussion allows both you and the interviewee to determine how to move forward. 

Lack of problem-solving skills

Some job hoppers decide to quit their jobs when they experience conflict or difficulty, preferring to leave instead of finding a solution. As a result, they may not have strong problem-solving skills. While it may not be easy to tell whether a potential hire possesses efficient problem-solving skills by simply reading their resume, you can easily incorporate problem-solving questions into the interview process. For example, you can ask the applicant to describe a specific time when they had to solve an issue at work. 

How to spot a job hopper

Regardless of whether you decide to hire a serial job hopper, it’s useful to know how to identify someone who may have job hopped in the past or someone who makes a habit out of job hopping. Here are some ways to spot job hoppers:

• Look at the timeline of their resume: Check the start and end dates of each job listed. Oftentimes, a job hopping resume will show that the individual has worked many jobs in a short period of time. It’s also a good idea to look for gaps in employment. Be sure to inquire about the timeline so you get a clearer picture.
• Take education and training into account: Some people may look like job hoppers when in reality, they were pursuing multiple short-term opportunities such as internships, contract work and temporary work-study programs. 
• Check references: Reach out to the candidate’s references to confirm the dates of employment and discuss the reason for each job transition. 

Five interview questions to ask 

The interview is the perfect time to clarify whether a job hopper could be an asset or a detriment to your company. Try asking these interview questions to learn more about their intentions, goals and past habits:

1. Where do you see yourself in five years?

Ask this question to learn whether the candidate can see themselves becoming a core part of your company. Their future goals can help you predict the candidate’s ability to grow within your company.

2. How would this company contribute to your professional goals?

Knowing how your business aligns with a candidate’s career goals is a good way to determine if they’re an ambitious job hopper or someone who has trouble committing to a single workplace.

3. How do you handle disagreements with superiors?

Talking about the applicant’s conflict resolution skills can help you determine their ability to overcome challenges and contribute to the overall culture of the company. 

4. Describe how you set goals for yourself in the workplace.

This question targets the candidate’s ability to plan and self-regulate in the workplace. It can help you identify motivated candidates who take initiative in their own careers.

5. What can we do to support you as an employee?

Learning about your potential hire’s expectations when it comes to support from their employer can alert you to which candidates will thrive in your current company culture. It can also help you prepare accommodations to help a job hopper find a long-term place of growth on your team.

Frequently asked questions about job hoppers

How many job changes listed on an applicant’s resume within a 10-year span is considered too many?

While specifics can vary depending on the industry and employer, it may be considered a red flag if an applicant lists 10 or more jobs within 10 years on their resume. However, this may not always be a red flag if the candidate has the skills and qualifications that will make them a great fit for your role. Use the interview to determine why they’ve moved from job to job. 

Are there any industries in which job-hopping is considered normal?

While job hopping is becoming more common in a wide range of industries, it’s considered most normal in businesses that employ temporary and seasonal workers, such as staffing agencies, retail businesses and warehouses.

How can employers retain job hoppers for the long term?

Employers can take steps such as offering competitive salaries and creating realistic opportunities for advancement to help retain job hoppers. Conducting annual reviews with the ability to earn performance bonuses and pay raises after a specified amount of time with the company may also be helpful.