How to Spot and Stop the Job Hop

Millennials have unofficially been dubbed “the job hopping generation.”

And with good reason.

A recent Gallup report on millennials indicates that 21% of them say they’ve changed jobs within the past year. That’s more than three times the number of non-millennials who report the same! What’s more, the same report reveals that 60% of millennials are open to a different job opportunity (which is 15% higher than non-millennial workers).

Bottom line? Millennials have most definitely earned their reputation as job hoppers.

While it’s true that frequently changing jobs is not a unilateral reason to reject a job applicant (especially when a candidate makes moves to advance their career), turnover is extremely costly, disruptive and demoralizing for your organization. But without a crystal ball, how can you tell if a potential employee will stick with you?

Today, PrideStaff shares our tips to spot millennial job hoppers – and ultimately hire a stable, productive team of people committed to your company:

Closely examine work history.

Taken at face value, resume dates can be misleading. So if you come across a promising applicant who has held multiple jobs in two years, take a closer look to determine if their work history is a red flag. Here are a few points to consider:

• Look at job titles. Did the job changes reflect increasing levels of responsibility? If so, the applicant may just be career-minded and searching for the right opportunity for advancement.
• Beware of formatting mistakes. Did the candidate mistakenly list internships as separate jobs, or list individual temporary assignments with the same staffing firm? Neither of these scenarios is an automatic reason for disqualification.
• Consider when multiple job changes occurred. Due to the Great Recession, the years between 2007 and 2010 were full of massive layoffs. If a candidate’s “short stints” occurred during this period, it could’ve been due to the economy – and not true job-hopping behavior.
• Scrutinize the functional resume format. If a candidate lumps multiple positions together under a single functional role (without listing dates), or omits the months from employment dates, be sure to review details when screening.

Ask about the candidate’s work history.

Review each job on their resume one at a time, asking questions like:

• Why are you no longer working for this employer?
• Why did you take the next job listed on your resume?
• What would your supervisor say is the reason you’re no longer working there?

The key is to keep probing and listen for patterns in the applicant’s responses. Are they consistently negative? Do they repeatedly blame others when describing their job changes? Once you understand their real reasons for changing jobs, you can determine if those reasons might present potential problems for you and your team.

Determine the candidate’s short- and long-term goals.

Ask your interviewee to describe their plans for the next 12 months, as well as their three-to-five-year career plan. If they don’t have a prepared response, it may signal that they don’t plan ahead (which doesn’t bode well for job tenure). Look for responses that:

• Align with the career track for the available job.
• Indicate passion for the type of work they’d be doing for you.
• Show they’re capable of long-term planning.
• Reflect a desire for a good work/life balance.

Hire for Longevity with PrideStaff

Our On Target fulfillment process eliminates chance and inconsistency in the hiring process, delivering consistently better quality candidates – who will stay working for you.  Whether your needs are entry-level or management, On Target can make your hiring more successful.  Contact your local PrideStaff office today to learn more.