In the midst of the massive shift to a hybrid way of working, the international phenomenon of Great Resignation and a global labor shortage, the job hopping – or the act of staying less than 18 months in a position before changing jobs – is gaining momentum. Formerly perceived negatively by employers, the job hopping is now contributing to significant changes in the way we operate the job market.
• Read also: Three reasons why you should be interested in inflation
• Read also: Millennials facing high inflation for the first time: “It’s hard to project into the future”
Victor Vatus, Headhunter and Business Owner Sell me this pen, traces the history of job hoppers : “5 years ago, when it was more difficult to find a job, you had to job hopper has a very compelling story. “Marie-Julie Côté, head hunter for GrandsTalents, adds:” a candidate who has changed jobs three times in the last two years, before, that would have been a categorical no. Today, employers are showing more flexibility ”.
According to Victor Vatus, the increase in the number of job hoppers is influenced by teleworking, which transforms attachment to employment, and by high mobility in the current market. Marie-Julie Côté adds that the candidates are looking less and less in the future. “People want to be good in their jobs first before they think about stability. They are therefore ready to change jobs if it improves their quality of life in the short term. ”
Jobs are pouring in and a growing proportion of the population is listening. According to Marie-Julie Côté, frequent solicitation leads people to realize their professional value and to show openness, often with higher salary demands than before.
• Read also: Programming: this campus in Quebec City offers you free training without a teacher.
• Read also: You could receive $ 475 per week to study in areas where there is a shortage
The ups and downs of the job hopper
the job hopping can be a paid bet, but a risky one. In terms of salary and working conditions, the option is attractive. Victor Vatus estimates that an internal promotion increases the salary on average by 5%, while a change of job equates to an increase ranging from 10 to 20%.
The job hoppers also hold valuable skills. Marie-Julie Côté explains that a job hopper, it is often: “someone who is not afraid of change, who is able to adapt quickly. “. For Victor Vatus, the acceptance of job hopper is influenced by its transparency and its ability to step back during the hiring process.
The most dangerous, for Victor Vatus, remains the precariousness of the candidacy of the job hopper : “To get a job, generally, you have to [l’employeur] speaks to ten people. To limit the risk, many retain the candidacy which, on paper, shows the most stability.
According to Marie-Julie Côté, in the long term, the job hopping plays against a candidate. For example, when recruiting for management positions, stability is one of the non-negotiable criteria.
Industry response
To be proactive in retaining job hoppers, several employers are adopting values-based working conditions: fewer foosball tables, but more unlimited paid non-working time, work-family balance, contribution to retirement plans. The salary increase remains a preponderant element.
What can make all the difference is a transparent relationship between employer and employee. Naming what is not working, updating expectations, focusing on communication are solutions that could help job hoppers to project themselves into the future of the company and to delay their next trip.