How do we prevent our own staff from job-hopping?


Job instability on a CV could come at the cost of the dream job. For years, experts have warned that recruiters rule out chronic job-hoppers and seek prospective employees, who seem to offer loyalty.

There’s a valid argument to be wary of resumes filled with 1-2-year stints. Their motivation, skill level, engagement on the-job and ability to get along with other colleagues is questioned and hiring managers worry they’ll become victims of an applicant’s next ‘hit-and-run’.

At a corporate level, losing an employee after a year wastes precious time and resources on training and development, and is an investment, which doesn’t return.

So what does a Human Resource Manager need to do to manage job-hoppers?

Offer flexibility
According to research, flexible hours and generous remote-working policies are even more important to younger workers than salary. To keep your employees around for more than a year, give them the chance to adjust their schedules when the situation calls for it.

As a HR professional, or business owner it’s important to understand the future of work and the demands of prospective employees. In the same research, workplace flexibility outplayed compensation and career progression in importance. Yet when asked, managers did not rate this as a work value. So ask, do your managers understand the importance of workplace flexibility to new hires? Are your employees leaving for reasons other than promotion?

More than previous generations, Millennials crave the chance to creatively contribute and have their ideas heard. This helps them grow professionally, which will entice them to stick around, since personal development is a key driver for job hoppers.


More than ever, employees want to work at a company whose values match their own.

In order to hire and retain employees who share the same values as your organisation, make sure you communicate your company’s values during the recruitment process. If applicants know what they’re going to be a part of, the ones who would leave due to value differences will weed themselves out.


There are benefits for job-hoppers. For graduates, job-hopping can speed career progression and improve job fulfilment (which is more important to millennials than previous generations). Employees consider a “positive culture” and “interest” important to their careers, and job-hopping helps workers reach both of these goals: they can try a variety of roles and environments while learning new skills along the way.

So, before dismissing a scattershot resume, consider the context; it may demonstrate ambition, motivation and the desire to learn new skills. More employers are realising that this is the new norm and coming around to appreciating its advantages.

If you would like to discuss this topic in more depth, email [email protected].