There are key things that are looked for in every job candidate: a good work ethic, the ability to perform the job, and the right personality are all standard evaluation points for potential employees. And, of course, there are things that companies look to avoid in a candidate as well. For example, job hopping. In other words, a candidate who has had a series of jobs over a period of time. If a candidate has ‘x’ number of jobs over ‘y’ amount of time, they may be eliminated from consideration.
The idea that a candidate should be eliminated from consideration because they seemingly bounce from job to job is, in a sense, a fair concern for talent acquisition purposes. The last thing a company wants is to go through a hiring process with a candidate, elect to hire them over other talent, invest in their training, and then see them leave a short time later. Not only does it add to voluntary turnover challenges, it also hinders ROI and puts companies back to square one. These are very real issues that can ward off a company’s desire to pursue these types of candidates.
However, this viewpoint doesn’t consider the experience and knowledge that this type of candidate brings with them. What a candidate may lack in length with a select few companies, they make up for in a variety of skills. According to CareerBuilder, 53% of candidates who bounced from job to job have a wide range of expertise. This perspective doesn’t come from the candidate either - this comes from their employers, who have evaluated these candidates and seen what they’re capable of.
These “jack of all trades” candidates may or may not be “a master of none." Regardless of that however, they do offer diversity in their skill sets - not to mention various perspectives on how to accomplish different tasks. Whether it’s through best practices or information, a candidate who’s bounced around knows how different companies approach different problems - and can offer a variety of solutions because of that.
This is applicable regardless of whether the candidate is changing into your company’s industry or has been in the same industry for a while. For example, if the candidate has been with a competitor in the same industry, he or she will be familiar with your industry, thereby shortening their training period and enable them to be more productive. And, if your jumping candidate has been in other industries, all the better - he or she will be able to provide a wide perspective on how things are done in other industries that may influence yours. And some of these ideas may be adaptable and can help improve the way your organization accomplishes tasks.
The benefits of a candidate who has been around various companies does offer a significant amount to an organization. The most important thing, however, is to properly evaluate these candidates to ensure that they won’t leave your organization too quickly. Take advantage of the hiring process to find the candidate who may have jumped around, but will stay committed for a good amount of time. Use pre-hire assessments to evaluate candidate skills and help weigh your decision on whether or not to hire this person, and be sure to follow up with interview questions based on those results to help make your choice.
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Topics: Talent Selection Ideas