Job jumping is a red flag for any interviewer. However, in today’s job market, it can be common. You need to be able to spot a chronic job jumper during the interview process and assess the risk of hiring the candidate. Use these tips to help you detect job jumpers.
Don’t Focus on Age
Many hiring managers get caught up on the age of the applicant. It is believed younger candidates tend to stay at a job for a shorter period of time. There isn’t much evidence to back that up though. In fact, there isn’t any indication that there is a generational factor to becoming a job jumper.
So, don’t immediately discount a younger candidate who has had a few jobs over the last couple of years. They were likely in school and may have been working internships and part-time jobs. Instead, focus on their skills, experience, and work ethic.
More Education Isn’t Necessarily Better
While there is no generational link to job jumping, higher education has been linked to committing to a job for a shorter period of time. High school graduates spend more time in one position than individuals with a Bachelor’s degree or higher. They are more eager to take new opportunities when they come along, especially if they will help them further their careers.
To sort out whether or not someone’s education has an impact on the risk of them being a job jumper, ask them about their five-year plan and career goals. This will give you a good idea of how the position they are interviewing for fits into their long-term plans.
Be Purposeful in the Questions You Ask
During your interview, be careful about what you ask. You want to ask questions that give you an idea of their goals, what draws them to the role and get honest answers. Ask questions like where they see themselves in a year, what they are looking for in their next position, and how they plan to apply their prior skills and knowledge to the job. All of these will provide you with what motivated the candidate to apply in the first place and what will motivate them to stay.
Consider the Details
If you are assessing a resume and see a bit of job jumping, think about the details. For example, if the jumping occurred from 2007 to 2010, the economy was in a downward spiral. It was hard for many people to find or keep a job at that time. Other things you might take into consideration include the experience they gained during the time they were jumping. The positions they filled may have been temp jobs or internships that provided them with valuable skills.
Ask for Commitment
Taking a chance and hiring someone you are concerned about job jumping can be a big risk. To mitigate that risk, you can ask them for a commitment to the position. Discuss terms with the candidate. Then, draw up a contract that details the time commitment they are expected to keep to the company.
Avoid hiring a job jumper by utilizing the help of a staffing agency like the Staffing Resource Group. Contact us for more information about how we can assist your organization with its staffing needs.
