Jobjumper

Definition of job jumper: An individual with a track record of keeping employment only for a limited time before moving to another job or employer.
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And if the job jumping was between different industries, you may get an even broader array of experience and best practices that can be adapted to your industry.

job-jumper

When you hire a job jumper who has succeeded in each of their successive jobs, very likely their success came from their ability to build relationships fast, to learn rapidly, and because they are versatile and adapt quickly. All of these traits are critical in a volatile VUCA world. You need to consider job jumping as a form of highly diversified employee development, just like job rotations are within the organization. Many shortsighted managers and recruiters automatically reject job jumpers.

A whopping 91 percent of Millennials expect to stay in a job for less than three years, according to FutureWorkplace. In fact, 25 percent of workers under 35 have already had more than five jobs in their short career, according to CareerBuilder. Nearly 50 percent of former job jumpers stay at their next firm more than two years, and the average hire stays only 4.

When you hire a superstar who may well leave within months, you still have a great opportunity to use their skills and learn from them. The fact is that, since job jumpers have obviously had multiple jobs, most are not rookies who need lots of training. And with their extensive experience in many different jobs and companies, most job jumpers can get up to speed more rapidly. And if they do encounter performance difficulties, because they knew how to get a new job, they will likely quit on their own without any need for performance management on your part.

Some job jumpers leave as their firm is sinking. If you worked at RadioShack, for example, and you left because you successfully forecasted the impending downfall of your company, you would actually be more desirable as a candidate. Being loyal and staying on the Titanic until the very end is a trait you might not want in an employee. You hire innovators based on the premise that you want to capture their innovative ideas.

I ONLY hire job hoppers. If they have been at a job for 10 years, the resume automatically goes in the trash. It also tells me that person does not understand how or is uncomfortable learning new skills and that they do not understand how the modern economy works- job hopping is the way one moves up. Whoever hired you is an even bigger moron. But like it or not, my attitude is common. You can bang your head against the wall or adapt to that reality. That makes no sense whatsoever. He has one year of experience ten times over. Like I said, you hire people for the wrong reasons which makes you a poor manager.

I wish I was your boss so I could cancel your ass like a stamp. Geez…Give me a break! Hahahaha, El Grande, you are so far off its laughable. It is completely dependent on the person, the role, the situation, as well as a myriad of other factors. The fact is that upward mobility is extremely difficult, even for the exceptional, as generally, the company you work for must have someone leave a positition for it to be available in the first place, or you are lucky enough to work at a company that is expanding rapidly.

One of these things is worth sticking around for, the other isnt, guess which is which.


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I agree, this candidate with 10 1-year experiences is actually quite the same as someone with just 1-year experience. Not to mention accrued sick time. I have a very nice medical and health insurance plan for myself and my family. I have accrued k. There are always going to be near sighted employees like you wasting money over hand and foot. Shanghai thinks that I need to job hop to further myself.

Shanghai thinks that I need to go to another company in order to go back to ground zero, reinvent myself at said company and only get one week of vacation. This is why people job hop, excluding the mediocre. Oh, did I mention they doubled my salary not including bonuses? If I had been working at a place for 15 years and there wasnt already an offer for partner or I wasnt already senior management CEO, CFO, COO, Manageing Director ect… Id be shaking my head in disappointment in all the time ive wasted with this company.

I will be generous an give the assumption that you are good at what you do despite your lack of understanding of basic economic principles, sociatal norms, social ettiquite, and corporate practices. Which is actually not too generous at all. In fact, if you do the math, your double of salary over 15 years probably barely compensates for inflation. Meanwhile, the good work youve been doing for your company is converted into equity and capital for you company.

Ask yourself this, has your salary grown at a similar pace as the revenue of the company?


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And, most importantly, have you even visited sites like glassdoor. The point of this article, if you have had a chance to actually read since my first post, is that in this world today, people are actually starting to understand what they are worth, and are sick of companies pretended it isnt true. And if a company really values its employees, like you assume yours does, it will lay out a very clear career path for you, the day the deviate from that path is the day i start to look for a new job.

Considering all I have achieved in my strategic positioning over my last 3 companies, its hard to argue the disadvantages. Ive got work to do…unlike some folks. You speak of these bonuses and raises and vacation and such. Those are fairy tales to me. I nearly died in the hospital — but no days off. Better sign in remote or else.

What is job jumper? definition and meaning - leondumoulin.nl

I have job hopped because I eventually burn out and grow resentful of repeated unkept promises, salary reductions as my roles and responsibilities expand — because I am very good at what I do in IT and I am considered an efficiency expert. When I was younger I hung around, trusting these people and waiting for it to work out like this story you tell. Good companies like yours are rare. How do you get two new roles in addition to the five you already had covering for layoffs and get offered a paycut? Promoted to manager and asked to help in new infrastructue and app design, but btw, we are cutting your pay.

Seriously, would you actually stick around if you were treated like this? Not to mention I was a good manager. When I left, so did my people. Ill take your lack of response as a signal that you realize how wrong you are.

Job Jumper: El Inicio

You sir are very old fashioned, I agree with you on a few points. But what type of Planet are you living on? The only good reason to hire people that have held the same job or very few jobs for years and years is too have complacent, non-thinking robot sheep that are ignorant enough to stay at the same shitty job wasting their lives away. You have hit the nail on the head: It saves on re-hiring costs.

They rarely have to give them raises. I learned new things every single day I was at this job. No offense, really, but — WOW. You have missed out on some great employees, like myself — who stayed with a company for 13 years and continuously updated his skills. Which begs the question: Why would someone want to work for someone like you? Some of us job hoppers were just trying to keep a resume active while looking for something permanent after the recession. Glad to see this is changing. Another reason for job hopping is the lack of loyalty by the employer, who routinely has lay-offs at the slightest hint of a downturn or a cancelled contract.

They think nothing of their involvement in the short term employment environment. Or, they fire employees for the dumbest reason, destroying a career. The employee is left with no other option than to accept short term contracting positions. The social contract between employer and employee is gone and never to return. Unfortunately, the lay offs of the late seventies and early eighties was the proverbial nail in the coffin in killing off this contract. I truly believe that employees want to make a difference and bring added value to themselves and the company but I can understand why nobody wants to really commit themselves for the long haul.

Generally though, I seemed to be in employment for at least 45 weeks a year so it was only when we relocated to a different area that a permanent position was achieved. Going from job to job every few months shows a great deal of instability and I would NEVER hire someone who moves constantly.

It also costs money, time, and resources to train new hires every few months. When you see for example accountants or financial analysts or middle managers moving from a company, you better keep your head up and watch what is going on. Typical dumb-downed article of a dumb-downed society. Recruiters and hiring managers that hire job hoppers do not see the big picture. Go ahead, call me archaic but the rules of economics and self interest will always prevail. When I was in a hiring position of workers underneath me, I never gave job hoppers a second look.

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I would always hire someone who is stable enough and smart enough where I can train them and not have to worry about them jumping ship. The ones that were stable always made up for the lack of experience. Now I understand there are extenuating circumstances and that recent job change can be unavoidable. I can usually see in this in the resume.

Rather than being close minded, understand why more and more recruiting targets on the surface look like job jumpers. The reasons why more people switch jobs today include:. In the Silicon Valley where I work, moving between firms jumping is seen by managers as a positive thing, because it gives an individual a chance to learn in a variety of environments.

Unfortunately, I find that HR professionals in the rest of the world are among the strongest resistors when it comes to hiring job jumpers. But there is no data to suggest that the best stay longest and that those who jump are bad hires. In fact the opposite may be true: Hard to do when the same Sales! Yet another practical piece of powerful advice from the endlessly clever Dr. By that he meant— did the career moves represent moves up, moves sidewards, or moves down and out. Stars move more often than mediocre talent, but they always move to the job with more challenge, more opportunity, and often but not always, more compensation.

Or, as is often the case, people who fail to correctly label consulting gigs to differentiate them from perm employment. Potentially, looking at job hoppers is like hiring contractors. This article does such a needed public service to change this myth as dumb HR Managers and Hiring Managers think job jumpers are toxic, low value or harmful to an organization.

People who stick around inside an organization for 10 years not transcending their position or skills are responsible for a portion of why the US is losing productivity gains and intellectual ground to emerging nations. Wake up and smell your ignorance — HR managers and Hiring Managers that operate on this dumb paradigm are the ones holding back your organization. And when those people lose their jobs, they suffer the most. The mere fact that a job jumper can move frequently between jobs probably means that they are exceptional performers. Rather than being the least desirable, they may be the most desirable targets because several other firms have seen enough value in them to hire them.

Job jumpers are also most likely to be in the early to mid stages in their career, which statistically makes it unlikely that their productivity is beginning to level off or that it is declining. In fact, when you hire a job jumper, you get the accumulated knowledge, best practices, benchmark information, their many contacts, and their experience from a number of firms. If their job jumping was within the same industry, you get a breath of industry knowledge that is hard even for your current employees to match.

And if the job jumping was between different industries, you may get an even broader array of experience and best practices that can be adapted to your industry. When you hire a job jumper who has succeeded in each of their successive jobs, very likely their success came from their ability to build relationships fast, to learn rapidly, and because they are versatile and adapt quickly.

What can I do to prevent this in the future?

All of these traits are critical in a volatile VUCA world. In fact, 25 percent of workers under 35 have already had more than five jobs in their short career CareerBuilder. When you hire a superstar who may well leave within months, you still have a great opportunity to use their skills and learn from them. The fact is that, since job jumpers have obviously had multiple jobs, most are not rookies who need lots of training.

And with their extensive experience in many different jobs and companies, most job jumpers can get up to speed more rapidly. And if they do encounter performance difficulties, because they knew how to get a new job, they will likely quit on their own without any need for performance management on your part. If you worked at RadioShack for example and you left because you successfully forecasted the impending downfall of your company, you would actually be more desirable as a candidate. Being loyal and staying on the Titanic until the very end is a trait you might not want in an employee.

Take Actions to End Their Cycle of Job Jumping and to Minimize Any Damage Rather than assuming that their early departure pattern will continue, develop a plan of action to keep jumpers at you firm as long as you want them.