Survey: Job-hopping is the new norm

Anyone who manages staff knows what a headache it can be when there’s turnover. It may be of little comfort when you’re scrambling to replace techs, but know this: You’re not alone. 

A recent CareerBuilder survey of 2,000 managers found:

  • 55% of companies said they’ve hired a job-hopper, and
  • 32% have come to expect that some workers will hop from job-to-job.

Some groups are more at risk of jumping ship quickly than others: CareerBuilder found that 45% of managers  they expect recent college grads to stick around for two years or less, and a Future Workplace study found 91% of millennials plan to be out of their first job within three years.

IT hiring is especially difficult

The CareerBuilder survey covered all job markets. But a study highlights the challenges IT is facing.

And there are many, to be sure.

The technology hiring firm found that:

  • 34% of companies said that voluntary departures have increased at their company
  • 32% reported at least some increase in candidates rejecting job offers, and
  • 61% said candidates are looking for more money today than they were six months ago.

That combination of losing employees with the difficulty in replacing them added up to a sobering statistic: nearly six in ten companies (59% ) said needed positions are going unfilled as a result of salary issues.

Getting job-hoppers to stay

If you’re looking to stem job-hopping (or prevent turnover from being an issue at all), it’s going to take some strategy.

Here are some steps to take:

  • Find out all you can. Try to figure out what it is that made a candidate leave their last few jobs. Speak with former managers and references and pin down whether the move they made was to advance somewhere else or a case of just getting tired of the current situation and wanting to try something new.
  • Give leadership opportunities. Allowing workers to take ownership of small projects earlier than you may have in the past could give them the opportunity to get more involved with their jobs. That kind of connection to their work is what many employees are actually looking for.
  • Realize it may be inevitable. If you’re hiring mostly recent college grads, know that there’s sometimes nothing you can do to keep them at the same position for a long time. If this turnover becomes too burdensome, it may be time to refine your job descriptions to get candidates better suited to your needs.


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