Regardless of what industry you work in, these types of candidates are always present: the kind that seems to have all the right qualifications and experience, will get hired and do the job well, only to leave their position earlier than expected. Over time their resumes begin to develop like stepping stones – job experiences that last a couple months before they’ve moved on to the next position. These job candidates are the infamous "job jumpers" of the talent acquisition world, and they're more prevalent than you'd think.
Every industry is at risk for these candidates, and they’re seemingly inescapable. According to a study conducted by CareerBuilder, 55% of all surveyed employers have said they’ve hired at least one person they’d categorize as a “job hopper” – someone who bounces from job-to-job, uncommitted to any one organization. But while over half of the surveyed employers have hired a job candidate that bounces around, are their some industries that are more at-risk for encountering a candidate like this?
According to CareerBuilder, yes. CareerBuilder examined different industries for job jumpers and found that some were much more at risk than others. Of the industries examined, information technology was found to be the most at-risk for job jumping with 42% of employees expected to bounce from job to job. There could be a number of reasons for why this is, but one solid assumption is that IT attracts a wide range of candidates, including recent grads. 45% of recent graduates are expected to stay at a position for two years, max, before moving on – and oftentimes it can be less than two years. With so many young candidates coming out of school and into the workforce, and many of them looking for IT positions, it can easily be seen why IT would be most at-risk.
But they’re not alone. Other job industries that endure candidates that bounce from company to company include:
- Hospitality (41%)
- Transportation (37%)
- Retail (36%)
- Manufacturing (32%)
Many organizations see benefits to hiring candidates that could be considered job bouncers – from the unique perspectives the candidate brings, to the insights from competitors or other industries. A bouncing job candidate can be, in essence, a good thing or a bad thing, depending on how a candidate is valued and utilized both during the hiring process and in the position itself.
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Topics: Talent Selection Ideas