According to a recent survey by Robert Half UK, if an applicant has swapped jobs five or more times over the last decade, they'd be looked on by employers as a 'job hopper'. Though this seems an innocuous-enough title, it would actually be a detriment to their eligibility for a new role.
Given that the recruitment web design, the training of and the development of employees costs so much, it's probably not surprising to hear that an applicant who changes jobs as often as this isn't going to bring an organisation much return on their expenditure. The survey showed that larger businesses were the most willing to take on the risk that their hopper of an employee sticks things out with them (16%), compared to small businesses (7%). The element of risk, again, unsurprisingly, is something bigger companies can afford to indulge in far more than a small enterprise, it appears.
Frequent job changes may not have been the applicant's choice; due to the recession, some people have been forced into short-term contracts - or roles not suited to their family life or skill level – just to bring in an income. Now that things seem to be getting back on an even keel, perhaps it's fair that job hoppers are given a break if it's been something out of their control – hence the importance of such information on their C.V. Showing that job-hopping was down to circumstance and not sheer boredom could mean the difference between getting hired or getting turned away.
The role of a recruitment company, of course, is to help match the right people with the right jobs, thus cutting down on the need for employees to subsequently move roles again, as they'll have got it right the first time. However, recruiters have no control over candidates' personal situations, their attitudes to longevity and their boredom threshold.
It may prove a good idea, however, so that you're seen by your clients as a provider of loyal, talented recruits, to probe relevant applicant's job-hopping attitude in interviews before passing them forward, not as a precursor to preventing a future event, but planting thoughts they may not have previously considered. For example, referring to their hopping past, suggest that if they get itchy feet again two years into the new role, that they initially look within the new organisation for a different role or challenge. Though their initial role will still need filling again, the company won't have lost the money they'll have spent on training the original applicant, and their commission bill will only be half what it could be.
Encourage them to contact you for advice before they take the leap, if nothing else. If they're hankering after a role they're not qualified for, they may think twice about hopping again if it's spelled out to them how much extra training or experience they'd need in that field.
Fast Recruitment Websites can help you to enforce your position in the market as trusted advisor and one concerned with the ongoing success and longevity of their appointments. Call us on 01302 288591 for a free, no obligation chat about your digital marketing and website requirements.
