What is “job hopping”? We define it as changing jobs frequently. Yes, this is a broad definition, and the definition of the word “frequently” may vary depending on whether you are an employer or a prospective employee. For employers, the definition of “frequent” may also change based on whether you are a “seasoned” candidate or a relatively recent graduate who has much less work history. While definitions may vary, most employers will agree that looking for a new position less than 6 months after taking a job would be considered a relatively fast transition, and doing so repeatedly could generally be described as “job hopping.”
Why Be Concerned About Changing Jobs Frequently?
Recent graduates may not be as concerned about this perception as more seasoned candidates, but there are some factors that they may need to consider.
Job hopping causes unplanned expenses for employers. Businesses expend effort to recruit new hires. If those new hires leave within months of taking a position, the business needs to recruit again. There is a cost associated with this including the time that a department manager and an HR manager devote to screening and interviewing candidates, the initial investment in training the newly hired candidate for the role, and the potential loss in productivity.
Someone who is moving from a position that they have held for a relatively short period can set off alarm bells for employers. Hiring managers look for candidates who are willing to commit to a role and perform in it. This behavior raises multiple questions such as:
- Why are they leaving?
- Do they have issues working with others?
- Are they unable to perform the role?
- Do they have realistic career objectives?
- Will they be difficult to manage?
Ultimately, a person who has a history of moving from one position to another after a relatively short time will need to address several concerns to secure the next position.
How To Handle Questions
One of the most obvious questions a candidate who is changing jobs can be asked is “Why are you leaving your current position?” When addressing this, make sure that you say nothing negative about your current employer. Position your interest in moving as less about leaving your current employer and more about the strong fit you see between your skills and experiences and what your new prospective employer needs.
A follow-up question is: “Why are you applying for this position?” Translate this question immediately into its real intent: “What’s in it for our business? or “Why should we hire you?” Once you do this, you’ll see that typical answers that focus on your personal reasons for wanting to move – a broader role, step up in position, more money, better benefits, flexible work setting – don’t adequately answer the question. In your response, you must address something unique about the business that has attracted you and link the skills you bring to the needs of the company. Expressing anything related to your personal needs may lead the employer to conclude that you would be willing to move again for the next company that you perceive as offering more.
The kind of answers you provide should be crafted by engaging in a robust interview preparation process. The foundation of this process is doing research on the company to assess the company’s needs compared to your skills and interests. Focusing there will enable you to confirm that you are indeed a good fit for the business and that you can express your answer in terms that the business will value. You will be able to promote what you offer in such a way that the business will see the benefits of hiring you.
If you think you or someone you know might need help with handling these types of situations, reach out to Command the Interview at Kerrie@CommandtheInterview.com. We love helping recent graduates maximize their potential by getting the job of their dreams!