Job Jumpers Can Be a Good Thing!

The term “job jumper” has been adopted by recruiters and hiring managers everywhere. It tends to have a negative stigma attached. Recruiters may believe job jumpers are not desirable employees. Until recent years, many employers wanted employees to remain with the company as long as possible. This was seen as a sign of loyalty and stability. With more companies exploring the use of independent contractors, telecommuters and part-timers, it should cause recruiters to change their perception about job jumpers. There just might be some advantages to hiring a job jumper.

Here are a few positive spins on job jumpers:

  • If an employee’s talents are in high demand, they are frequently targeted by recruiters from competing companies. This may result in shorter stays with employers.
  • There are a few people who build relationships fast, are rapid learners, and adapt quickly. These types can be seen as job jumpers, but they may just live, work and communicate at an accelerated pace.
  • Job jumping may have provided the employee a diverse set of experiences that your organization might benefit from (especially in a fast-changing market).
  • Perhaps Job Jumpers need more challenging work so they seek new employment when their managers slow down or restrict their learning or growth opportunities.
  • Some job jumpers may leave because they are wise enough to foresee the collapse of a company or industry.
  • Outgoing / social employees will have an extensive network of contacts, which not only helps them do their job better, but also means they are frequently offered new job opportunities.
  • If you are recruiting an employee who does not mind some risk and fast changes, then a job jumper might a be a better fit for your company than a candidate with a more stable resume.

Please do not misunderstand. Some job jumpers may not be a fit for your company. Your suspicions may be correct. They might be hard to get along with, disgruntled, short attention span, etc.

The main idea here is to remain open minded when recruiting. It is often too easy to take shortcuts by applying labels about good and bad resumes or work histories. Some of the best talent on the planet may live and work in an unconventional manner. If you closely examine the behavior of highly intelligent people you will find that they seem different. Different can be a very good thing.

For more information on this or other recruitment topics,
Please contact Stan at 813.236.4858 ext 2#