If HR professional wants to change his job frequently, is it Good or not?

If an HR professional wants to change jobs frequently, is it good or not? I mean, if he/she is looking for better career opportunities along with a higher salary, is it advisable to change? Recently, one of my friends asked me for advice on this as she is changing her job every 2 years. She has been asked this question by interviewers during interviews. Please share your answers and advice.

Change of job should be based on professional and personal needs. Too many changes will make your CV look bad and raise doubts as to whether the person will jump ship again. Consider your goals before changing jobs - Salary is one factor, but not the only one. Professional gains in terms of knowledge, new work, etc., could be important. Are there so many jobs available? Personally, I would not advise frequent job changes. However, employees have to consider their objectives, long-term plans, and whether these job jumps are helping or hindering them.

Dear Sriram,

This is in addition to what Shri Nathrao has said. If your friend is changing her job every two years, then she could be the luckiest person. Getting a job in HR is difficult. I have seen HR professionals trying for better opportunities for years together but in vain. In contrast, if she gets a job without being perceived as a job-hopper, then it is her good luck.

If your friend has changed her job every two years and in the interview, if she is being asked why she did that, then you may tell her that in the interview, she needs to highlight the benefits, especially non-financial ones, of the job change. Secondly, she should mention what new things she learned in each job or how she grew because of the change. Lastly, if she can explain how changing jobs helped her achieve her career objectives, that would be even better.

Thanks,
[Dinesh Divekar]

Learned members Mr. Nathrao and Dinesh gave valid inputs on your query. Professional careers are dynamic but not static, and job changes are part of this process. I won't comment on whether frequent change is good or bad or what is an ideal frequency. What the employers probably look at is whether the trail of changes points to any growth in potential in the candidate in terms of skill and knowledge diversity and whether they added any value to the candidate's job profile or whether the changes are of a routine nature in the sense of a rolling stone gathering no mass.

B. Saikumar
HR & Labour Relations Adviser