JobScience

The future of job hopping: Shorter tenures with less stigma

Nolan Gray Market Trends, Staffing

The term "career" has new meaning in 2016. After leaving school, people may assume a graduate looks to build experience and work his or her way up the corporate ladder – all at one company. In the past, constantly switching jobs was often associated with starting back at square one and creating a resume that indicated a lack of dependability. However, this is no longer the case in many industries.

It is not uncommon for a modern career to involve working at a number of companies in the same field. Modern technology helps new hires acclimate quickly and allows businesses to see exactly what talent they need during certain time frames. Also, modern data technology allows individuals and staffing agencies to carefully track actions at each position to build complete talent profiles. Thanks to new innovations, individuals can monitor and manage independent careers – as opposed to one built within a single organization – and staffing agencies can help.

Job switching
Staffing agencies have to recognize millennials and Generation Z really will change jobs more often than previous generations. A recent LinkedIn survey found those who graduated from college between 1986 and 1990 changed jobs about twice within their first 10 years on the job market. Now, graduates should expect to hold 4 different positions in the same range of time.

Modern employees have unique career paths. Modern employees have unique career paths.

There are certain industries where job hopping is more common. Individuals looking for positions in media, entertainment, software development, government and nonprofits should expect to keep their resumes up to date. Every industry, however, may have a difficult time holding on to top talent when new opportunities pop up.

Major drivers of employment churn include job dissatisfaction and a lack of appreciation, according to a CareerBuilder survey. Millennials and members of Generation Z believe technology allows them to pick up skills quickly and won't let their talents go to waste.

Employers don't mind
Job candidates aren't the only ones acclimating to the job-hopping economy. Employers can make the most of shorter tenures by redeveloping career paths to challenge top talent and create separate projects for shorter tenures. For example, The Wall Street Journal detailed how LinkedIn refers to its current employment track as "Tour of Duties." Employees will work for a couple of years and then managers will decide if they stay on.

To keep up with this need for real-time data on rapid employment paths, businesses of all sizes implement mobile technology. Forbes shared research from Boston Consulting Group and Qualcomm that discovered a quarter of small and mid-sized companies that adopted mobile strategies doubled revenue and increased the number of job opportunities shortly after initial launch.

Access to convenient data allows businesses to drill down on specific information. CBS News said employers don't worry about job-hopping trends on resumes because they focus on the skills developed during tenures of any kind.

The problems with long tenures
Employers don't just turn to shorter employment tracks for the convenience of employees who want flexible contracts and schedules – there are also advantages to shorter employment tracks. ERE Media suggested employees who hold a position for a long time may become complacent and cling to old ideas.

"Not every position requires years of experience."

While it's important to hold on to talented workers with skills that directly influence a business's success, not every position requires years of experience. When certain employees stay at one business too long, they may become resistant to change. This prevents successful implementation of new technology or acceptance of younger employees. Businesses need to carefully evaluate their staffing needs and see which positions are best suited for dependable talent and where fresh eyes may be in the company's best interest.

Job hoppers need staffing agencies
After speaking with employers about what they need from new employees, staffing agencies should help these organizations find the candidates they desire. As tenure tracks become shorter, the demand should be greater. To keep up with an increase in employment needs, it's important companies utilize flexible staffing software to speed up data collection and create simple solutions for growing responsibilities.

Accurate talent profiles become even more crucial as the specific training and activities of past tenures play an increasingly important role in hiring decisions. Staffing agencies can serve as a dependable partner for candidates who need to market their talent on a frequent basis.

Longer staffing relationships
Once an employee is placed in a position, he or she shouldn't cut ties with staffing agencies. If candidates can't build their careers at a single company, they can create a relationship with an agency that will record their skill development and compare current activities to employment goals.

When a relationship with a staffing agency first begins, employees should communicate what they want from their careers. After accepting a job offer, the applicant tracking system should present new opportunities and provide a platform for candidates to speak up when they begin to feel dissatisfied. Shorter tenures aren't a necessity, but the advantages of the new job market should be readily available when working with a professional staffing agency.