Changing jobs frequently can do your career more harm than good. If you have been in more than three jobs over the last five years, you may need to seriously assess your job-hopping habit.
Potential employers are often cautious about employing job-hoppers, and they would want to know why you have not stayed long in any particular job. Changing jobs frequently reflects badly on your resilience and loyalty as an employee. You could be seen as someone who lacks self-motivation, is directionless, or prone to feeling restless at the workplace. In addition, recruiters may not be convinced that you have gained enough experience and on-the-job skills since you have not stayed in any particular company for very long. They are also worried that you may leave them shortly after they hire you, forcing them to start the recruiting process all over again!
Certain workers may feel that job-hopping provides them with wide exposure to different work environments. By changing jobs frequently, they have found that their network of business contacts is wider, and in some cases, switching jobs has meant a faster way of getting a salary raise. However, these workers need to weigh such advantages against the negative perception that potential employers would have about their constant job-changing habits.
Workers with a set career plan would see that the short-term benefits (for example, a quicker salary jump) will not make up for the depth of experience that they stand to gain from staying on a job. Under what circumstances will it be considered acceptable to job-hop? During the initial stage of your career, you may find that you are not sure which direction to take, or which job and industry will suit you best. During this uncertain period, it would be common to see young workers staying on a job for one or two years. Potential employers might find this acceptable and understand the need for young people to try out a few jobs before finding their "niche".
However, if you are already in an executive or management level, job-hopping would be frowned upon. A minimum stay of three or four years is required to give a worker good grounding. With senior executives, a stay of five to seven years or longer would be an acceptable timeline.
From India, Gurgaon
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672Potential employers are often cautious about employing job-hoppers, and they would want to know why you have not stayed long in any particular job. Changing jobs frequently reflects badly on your resilience and loyalty as an employee. You could be seen as someone who lacks self-motivation, is directionless, or prone to feeling restless at the workplace. In addition, recruiters may not be convinced that you have gained enough experience and on-the-job skills since you have not stayed in any particular company for very long. They are also worried that you may leave them shortly after they hire you, forcing them to start the recruiting process all over again!
Certain workers may feel that job-hopping provides them with wide exposure to different work environments. By changing jobs frequently, they have found that their network of business contacts is wider, and in some cases, switching jobs has meant a faster way of getting a salary raise. However, these workers need to weigh such advantages against the negative perception that potential employers would have about their constant job-changing habits.
Workers with a set career plan would see that the short-term benefits (for example, a quicker salary jump) will not make up for the depth of experience that they stand to gain from staying on a job. Under what circumstances will it be considered acceptable to job-hop? During the initial stage of your career, you may find that you are not sure which direction to take, or which job and industry will suit you best. During this uncertain period, it would be common to see young workers staying on a job for one or two years. Potential employers might find this acceptable and understand the need for young people to try out a few jobs before finding their "niche".
However, if you are already in an executive or management level, job-hopping would be frowned upon. A minimum stay of three or four years is required to give a worker good grounding. With senior executives, a stay of five to seven years or longer would be an acceptable timeline.
From India, Gurgaon
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Hi folks,
Indeed, a very informative article to draw our attention. When many of us are frustrated with our current jobs, we wonder about getting into a new job, a new company, and then we search and switch over. But does that add to our career prospects?
Check this article, it's really a good one.
Dips
From India, Delhi
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Indeed, a very informative article to draw our attention. When many of us are frustrated with our current jobs, we wonder about getting into a new job, a new company, and then we search and switch over. But does that add to our career prospects?
Check this article, it's really a good one.
Dips
From India, Delhi
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Yes, dips, this is a very informative post! In fact, I was also thinking about the same topic for the past few days. But I have a question to ask. It is said that a fresher can change jobs in a year or so, and that will be accepted by recruiters. Will any period of service shorter than that also be accepted? Also, a gap or break after a short stint in the first job - is it acceptable?
Regards, Pallavi
From India, Pune
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Regards, Pallavi
From India, Pune
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Hi all,
Job hopping, a phenomenon once frequently seen in the IT industry, is now happening across all industries. This is something I never really understood because different people have different perceptions.
Gone are the olden days when one struggled to get a job fresh out of college and then stayed there until retirement. In those days, no one ever thought of changing jobs. Perhaps nobody thought much about career or work satisfaction back then; job stability was more important.
Now, it's a different ball game altogether. People are expected to switch jobs, or else they would stagnate. It seems like a rule of thumb that no one sticks around in a single company for too long. If someone does, then people think it's because they are not good enough to be recruited elsewhere.
It appears that many companies are now in a frenzy to recruit the best talent, offering incentives to attract experienced individuals from other companies. This could be seen as beneficial for employees, as it is easier to thrive under such market conditions. As the saying goes, "Make hay while the sun shines."
Some people I have met advised me that frequent switching is not advisable and that one should stay loyal to a company if they wish to learn and progress. However, looking at the career paths and salary scales of those who switch regularly, it is clear that they have progressed significantly in a short period, something that might not have been possible by staying with one organization.
What is the main reason why people switch jobs? Is it for career growth, job satisfaction, money, or all of these?
Your comments are welcome.
Regards,
From India, Madras
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Job hopping, a phenomenon once frequently seen in the IT industry, is now happening across all industries. This is something I never really understood because different people have different perceptions.
Gone are the olden days when one struggled to get a job fresh out of college and then stayed there until retirement. In those days, no one ever thought of changing jobs. Perhaps nobody thought much about career or work satisfaction back then; job stability was more important.
Now, it's a different ball game altogether. People are expected to switch jobs, or else they would stagnate. It seems like a rule of thumb that no one sticks around in a single company for too long. If someone does, then people think it's because they are not good enough to be recruited elsewhere.
It appears that many companies are now in a frenzy to recruit the best talent, offering incentives to attract experienced individuals from other companies. This could be seen as beneficial for employees, as it is easier to thrive under such market conditions. As the saying goes, "Make hay while the sun shines."
Some people I have met advised me that frequent switching is not advisable and that one should stay loyal to a company if they wish to learn and progress. However, looking at the career paths and salary scales of those who switch regularly, it is clear that they have progressed significantly in a short period, something that might not have been possible by staying with one organization.
What is the main reason why people switch jobs? Is it for career growth, job satisfaction, money, or all of these?
Your comments are welcome.
Regards,
From India, Madras
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Hi, Antony,
"But if you look at the career graphs and salary scale of people who switch regularly, you see that they have progressed so much over a very short time that it is impossible to grow so much staying with one organization. But what is the main reason why people switch? Is it career growth? Or job satisfaction? Or money? Or all of these?
This is another truth that you have stated here, that the salary scale is better for the job hoppers. Is it career growth? Yes, it is there. I have seen that a person worked for 1 year in a company and got a job as a senior executive in another company with a salary hike also.
Or money? Money is also a big factor. One company runs hungrily for the employees of its competitor's company and pays a hefty amount just to get them hired. So it's a two-way benefit; the employee gets money and growth both.
Dips"
From India, Delhi
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"But if you look at the career graphs and salary scale of people who switch regularly, you see that they have progressed so much over a very short time that it is impossible to grow so much staying with one organization. But what is the main reason why people switch? Is it career growth? Or job satisfaction? Or money? Or all of these?
This is another truth that you have stated here, that the salary scale is better for the job hoppers. Is it career growth? Yes, it is there. I have seen that a person worked for 1 year in a company and got a job as a senior executive in another company with a salary hike also.
Or money? Money is also a big factor. One company runs hungrily for the employees of its competitor's company and pays a hefty amount just to get them hired. So it's a two-way benefit; the employee gets money and growth both.
Dips"
From India, Delhi
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Hello All,
I agree with the overall point posted on the general disadvantages that job-hopping might present to an individual. The advantages of the practice cannot be denied either. However, I personally think that these are 'vanilla situation' perceptions and, in reality, things and circumstances do change.
When looking at the aspect on a micro level, we become more concerned with the practice of job-hopping concerning industries and career levels. The ITeS/BPO industry, for one, has the highest incidence of job hoppers. The reasons are numerous, with common ones being a salary hike and a promotion. But at the rate the industry is progressing, I can fairly say that they can give rise to such situations themselves.
Headhunters who 'poach' people from competing companies for their respective clients also contribute to the Job Hopping - Attrition ratios of companies.
From an individual perspective, job-hopping with malicious intent needs to be curtailed, which would only happen when the whole industry agrees on a standard form of recruitment practices.
Looking at it from a positive and optimistic angle, I believe that any individual needs to be given the chance to justify his/her reasons for a job change regardless of their career levels. The validity of these reasons will have to be assessed by the recruiter (who, by the way, needs to be experienced in doing so), and then a decision can be made. I have personally seen a number of candidates who have seemingly 'hopped' jobs due to genuine situational reasons.
These are my views... open to judgment.
Karthik Krishnamurthy
Sr. HR
From India, Bangalore
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I agree with the overall point posted on the general disadvantages that job-hopping might present to an individual. The advantages of the practice cannot be denied either. However, I personally think that these are 'vanilla situation' perceptions and, in reality, things and circumstances do change.
When looking at the aspect on a micro level, we become more concerned with the practice of job-hopping concerning industries and career levels. The ITeS/BPO industry, for one, has the highest incidence of job hoppers. The reasons are numerous, with common ones being a salary hike and a promotion. But at the rate the industry is progressing, I can fairly say that they can give rise to such situations themselves.
Headhunters who 'poach' people from competing companies for their respective clients also contribute to the Job Hopping - Attrition ratios of companies.
From an individual perspective, job-hopping with malicious intent needs to be curtailed, which would only happen when the whole industry agrees on a standard form of recruitment practices.
Looking at it from a positive and optimistic angle, I believe that any individual needs to be given the chance to justify his/her reasons for a job change regardless of their career levels. The validity of these reasons will have to be assessed by the recruiter (who, by the way, needs to be experienced in doing so), and then a decision can be made. I have personally seen a number of candidates who have seemingly 'hopped' jobs due to genuine situational reasons.
These are my views... open to judgment.
Karthik Krishnamurthy
Sr. HR
From India, Bangalore
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hi i agree with you. But what if you are not satisfied with the profile, salary adn you have changed just an year back. Shweta
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Hi Karthik,
I also tend to agree with the disadvantages listed on account of frequent job hopping.
I have a colleague who is on his 10th job in 18 years. He was with us for 2 years and left 9 years back (just after I joined), and now he has come back to us 3 months back. In the last 9 years, this is his 5th job.
But then why did we take him back? A pertinent question, isn't it?
I can't answer, but if I were to decide, I would have decided against it.
Does the frequent job hopping action suggest the person isn't focused or committed enough to succeed in a challenging position?
Does moving that frequently allow the individual time to understand organizational culture and try to improve it or have an impact on it?
Aren't organizations worried about minimum ROI after taking a senior person?
Does frequent changes exhibit a lack of judgment, confused career goals?
Won't the future employer think, "Should I be wasting time if he is going to leave anyway after a year or 2 as he has been doing in the past?"
Won't there be better value for those who have changed jobs at a moderate pace and show a pattern of upward mobility, significantly increased responsibility, and increased experience?
Bala
From India, Madras
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I also tend to agree with the disadvantages listed on account of frequent job hopping.
I have a colleague who is on his 10th job in 18 years. He was with us for 2 years and left 9 years back (just after I joined), and now he has come back to us 3 months back. In the last 9 years, this is his 5th job.
But then why did we take him back? A pertinent question, isn't it?
I can't answer, but if I were to decide, I would have decided against it.
Does the frequent job hopping action suggest the person isn't focused or committed enough to succeed in a challenging position?
Does moving that frequently allow the individual time to understand organizational culture and try to improve it or have an impact on it?
Aren't organizations worried about minimum ROI after taking a senior person?
Does frequent changes exhibit a lack of judgment, confused career goals?
Won't the future employer think, "Should I be wasting time if he is going to leave anyway after a year or 2 as he has been doing in the past?"
Won't there be better value for those who have changed jobs at a moderate pace and show a pattern of upward mobility, significantly increased responsibility, and increased experience?
Bala
From India, Madras
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Yes, I agree with the disadvantage of job hopping. But, if a person is fresher, does the disadvantage also exist? Because I have seen some of my colleagues who have changed three jobs in a year. They are all freshers.
It is true that companies prefer stable employees, and if you frequently change jobs, it can be challenging to secure a new one. On the other hand, many management gurus believe that frequent job changes enhance an individual's knowledge and skills as they gain experience in various sectors.
I think the debate about the advantages and disadvantages of job-hopping will continue.
Regards, dsv
From India, Delhi
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It is true that companies prefer stable employees, and if you frequently change jobs, it can be challenging to secure a new one. On the other hand, many management gurus believe that frequent job changes enhance an individual's knowledge and skills as they gain experience in various sectors.
I think the debate about the advantages and disadvantages of job-hopping will continue.
Regards, dsv
From India, Delhi
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Dear All,
Thank you for your avid participation and prompt replies. In continuation of my previous post, I would like to re-emphasize that we are looking at general job hopping figures from a bird's-eye perspective. The moment we dissect them by industry or career, we start to uncover internal reasons and differences in the syndrome.
Certain industries (especially ITeS, IT, etc.) currently experiencing their peak contribute significantly to the overall job hopping trend. Conversely, older, well-established industries still maintain a reasonable and acceptable job hopping frequency (such as accounting firms, manufacturing, etc.).
The reasons behind this issue can vary from individualistic to organizational levels. Materialistic needs (money, housing, food, etc.) heavily influence the decision-making process of junior-level executives when it comes to 'hopping' jobs. Even a minor salary increase offered by a competing company could be enough to sway them to switch roles.
For middle management personnel (with 5 - 8 years of experience), job hopping might stem from a desire to alter their profile and pursue a career change in a different industry.
Senior-level professionals may also have valid reasons for exhibiting this behavior. Moreover, common factors like profile mismatch or job dissatisfaction occur across industries and career levels, and I believe they should not be automatically classified as 'job hoppers.' HR professionals play a crucial role in identifying the 'wrong fit' in such scenarios.
I also believe that this trend is closely tied to industry-specific recruitment practices. Candidates tend to hop jobs mainly due to industries that accommodate or actively recruit individuals who switch positions frequently.
Therefore, a more detailed analysis of job hopping trends at a micro level would provide valuable insights. Figures can appear daunting and overwhelming when viewed from a high vantage point.
I tend to concur with some of the insights shared by Bala. However, these perspectives should originate at an organizational level in terms of rules and policies. While individuals may have concerns, their influence on such decisions is limited. Currently, the demand for work and meeting deadlines is so intense that companies often hire individuals temporarily without considering potential future implications (the 'let's cross the bridge when we come to it' syndrome). It's plausible that the HR personnel hiring frequent job hoppers may not be overly concerned, as they themselves might have moved to a different role by the time the candidate hops.
Best regards,
Karthik Krishnamurthy
Sr. HR
From India, Bangalore
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Thank you for your avid participation and prompt replies. In continuation of my previous post, I would like to re-emphasize that we are looking at general job hopping figures from a bird's-eye perspective. The moment we dissect them by industry or career, we start to uncover internal reasons and differences in the syndrome.
Certain industries (especially ITeS, IT, etc.) currently experiencing their peak contribute significantly to the overall job hopping trend. Conversely, older, well-established industries still maintain a reasonable and acceptable job hopping frequency (such as accounting firms, manufacturing, etc.).
The reasons behind this issue can vary from individualistic to organizational levels. Materialistic needs (money, housing, food, etc.) heavily influence the decision-making process of junior-level executives when it comes to 'hopping' jobs. Even a minor salary increase offered by a competing company could be enough to sway them to switch roles.
For middle management personnel (with 5 - 8 years of experience), job hopping might stem from a desire to alter their profile and pursue a career change in a different industry.
Senior-level professionals may also have valid reasons for exhibiting this behavior. Moreover, common factors like profile mismatch or job dissatisfaction occur across industries and career levels, and I believe they should not be automatically classified as 'job hoppers.' HR professionals play a crucial role in identifying the 'wrong fit' in such scenarios.
I also believe that this trend is closely tied to industry-specific recruitment practices. Candidates tend to hop jobs mainly due to industries that accommodate or actively recruit individuals who switch positions frequently.
Therefore, a more detailed analysis of job hopping trends at a micro level would provide valuable insights. Figures can appear daunting and overwhelming when viewed from a high vantage point.
I tend to concur with some of the insights shared by Bala. However, these perspectives should originate at an organizational level in terms of rules and policies. While individuals may have concerns, their influence on such decisions is limited. Currently, the demand for work and meeting deadlines is so intense that companies often hire individuals temporarily without considering potential future implications (the 'let's cross the bridge when we come to it' syndrome). It's plausible that the HR personnel hiring frequent job hoppers may not be overly concerned, as they themselves might have moved to a different role by the time the candidate hops.
Best regards,
Karthik Krishnamurthy
Sr. HR
From India, Bangalore
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Hi Karthik Ji,
You are right. What you stated below:
'Right now, the need for work and the necessity to meet deadlines is so high that companies do take in people for the time being and do not tend to care about so-called future consequences ('let's cross the bridge when we come to it' syndrome). For all that you know, the HR personnel taking in the frequent job hopper would not necessarily care because he would himself be in a different job when the candidate he hired has hopped.'
This makes things more difficult. If everyone starts thinking "let us cross the bridge when it comes", isn't it dangerous for an organization?
Thanks,
Bala
From India, Madras
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You are right. What you stated below:
'Right now, the need for work and the necessity to meet deadlines is so high that companies do take in people for the time being and do not tend to care about so-called future consequences ('let's cross the bridge when we come to it' syndrome). For all that you know, the HR personnel taking in the frequent job hopper would not necessarily care because he would himself be in a different job when the candidate he hired has hopped.'
This makes things more difficult. If everyone starts thinking "let us cross the bridge when it comes", isn't it dangerous for an organization?
Thanks,
Bala
From India, Madras
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hi frends, wow the discussion is getting hott!!! :oops: but now me got confused,,, what is more- advantages or disadvantages!!!??? dips
From India, Delhi
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From India, Delhi
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Hi CiteHR friends,
While on this debate, please see the post by "Heavnbnd" under the topic Staffing & Selection - Chronological Versus Functional Resume. He/She is from the US. Can we see the damage frequent job hopping has created?
Bala
From India, Madras
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While on this debate, please see the post by "Heavnbnd" under the topic Staffing & Selection - Chronological Versus Functional Resume. He/She is from the US. Can we see the damage frequent job hopping has created?
Bala
From India, Madras
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Great support, friends.
One new way to find a job: click the link below, fill out the quick form, and start receiving interview calls. No registration required and completely free.
goo.gl/4FXjb (Copy and Paste into the address bar)
Good luck, friends.
From India, New Delhi
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One new way to find a job: click the link below, fill out the quick form, and start receiving interview calls. No registration required and completely free.
goo.gl/4FXjb (Copy and Paste into the address bar)
Good luck, friends.
From India, New Delhi
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The IT industry has a different business model, and that is why job-hopping happens. People are body-shopped or made billable for a project. Once the project is over, they are put in a bench-pool, and if they can't be provided with a project (mostly because the company can't get a suitable project rather than employee incompetency), they are immediately asked to resign or are terminated. Sometimes employees are asked to work in a role that doesn't suit their profile at all, just for the sake of billability. So please don't lament that employees are job-hopping a lot and see it as a lack of loyalty; what these IT/ITES organizations are doing, are they in an ethical position to blame?
Middlemen making money out of employees by body-shopping business are the worst as they treat their employees as commodities in the market, often denying benefits! IT/ITES organizations just want to get an employee billed by any client; they aren't considerate of employees with exceptional skill or the quality of the project. Lack of labor rights, lack of unions for collective bargaining, or a voice against injustice is another aspect of the Indian IT sector. To make things worse, politics and partiality by managers and unethical and inhuman organizational practices do exist in service companies and body shopping consultancies.
Having said that there are exceptional players in the market too - like captive centers and product development companies - who value employees and respect their skills. In such companies, attrition rates are much lower.
To conclude, please analyze the fingers that are pointing to companies and HR before IT sector's job-hopping phenomena.
Employees are voiceless in most cases in billing-oriented companies, and there is enough justification for their job switching.
From India, Bengaluru
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Middlemen making money out of employees by body-shopping business are the worst as they treat their employees as commodities in the market, often denying benefits! IT/ITES organizations just want to get an employee billed by any client; they aren't considerate of employees with exceptional skill or the quality of the project. Lack of labor rights, lack of unions for collective bargaining, or a voice against injustice is another aspect of the Indian IT sector. To make things worse, politics and partiality by managers and unethical and inhuman organizational practices do exist in service companies and body shopping consultancies.
Having said that there are exceptional players in the market too - like captive centers and product development companies - who value employees and respect their skills. In such companies, attrition rates are much lower.
To conclude, please analyze the fingers that are pointing to companies and HR before IT sector's job-hopping phenomena.
Employees are voiceless in most cases in billing-oriented companies, and there is enough justification for their job switching.
From India, Bengaluru
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