Is job stability still a predominant factor?
Many of us have grown up listening to our close relatives talking about what "being successful" means: studying, getting a stable job, getting married and starting a family. But what does it mean to have a stable job? Is it still something that motivates those in the labour market or, in the light of recent events, has it also changed?
The new generations and, in particular Generation Y or "Milennials", are already active in the labour market and with a set of skills quite extended compared to previous generations, mainly regarding technological innovation.
The bet is on a future increasingly impacted by technology, so many companies operating in the national and international market are looking for more qualified professionals who are true "digital natives". For this reason, the "Milennials" are also the professionals most enticed with job proposals and tend to be the ones who most often "jump jobs".
This phenomenon is characterised as Job Hopping and, as the name suggests, it characterises professionals who have a high turnover and remain in a company or function for short periods of time. Job Hoppers can be characterised as nonconformist professionals, ambitious and with a great desire to explore new horizons during their career.
Do you consider yourself a Job Hopper? Do you know someone?
Below are some of the most "common" characteristics of this type of professional:
- Ease of adaptation to change: change is seen as something common and positive. The Job Hopper is not afraid of change because he/she has a great capacity to adapt, whether to a new role/job position or company;
- Creativity: they are professionals who like to express their opinion and contribute with ideas to solve problems or improve existing procedures;
- Knowledge is "Power": they constantly seek to acquire and improve their knowledge in order to be better prepared. Formal or informal training is a continuous commitment throughout their career;
- Organisational skills: they use technology and automation as tools to enhance the performance of their tasks
However, a professional who changes jobs frequently does not always have to be considered a Job Hopper. The volatility of the labour market does not allow it, making the search for a new professional challenge a result of necessity rather than an opportunity actively sought after by the professional.
What are the most common reasons for jumping out of a company?
There are certainly several reasons that lead a professional to change company, but the most common are: lack of recognition by the leadership, lack of career opportunities and professional development, short-term vision, search for better salary conditions, flexible working hours, curiosity and desire to get to know other projects.
In the Wellow™ Group we also live this reality! We are in an era where employees are our greatest asset and in a context where the market has become global! Our focus is simple: to provide all our employees and candidates with a unique experience, either during the recruitment process or in our daily routine for those who are part of the team.
Our values are the foundation of everything we do. Agility, Experience and Humanity are the lenses through which we look at a world in constant change and which motivate us to look at the challenges of the future with the knowledge of the past and the mindset of the present.
"There is only something worse than training your employees and letting them go. Not training them and letting them stay"
The retention of talent is a strong bet for "today's" organizations, so in many scenarios a Job Hopper will have a little more difficulty in gathering a consensual opinion among recruiters, since on the one hand they may have all the necessary skills to perform the function, but it will be a challenge to keep them motivated and satisfied with their work, and here the culture of the organization will also come into play, which may prove to be a very important element for the employee to stay for a longer period of time. However, hiring a Job Hopper also has advantages, which can be much more important than the risks:
- Ease of adaptation: as there is a greater predisposition to change, there will be no great difficulty in the professional to understand the culture of the company and adapt;
- High productivity: due to the fast absorption and ambition of the professional, the performance at work will be very high;
- Experience and networking: getting to know different realities, more people and different perspectives on the subjects you are responsible for are undeniable advantages!