How Do You Address a Candidate’s Job Hopping on Their Resume?

There really is no formula for handling job hopping, and there is a range of opinions among recruiters and hiring managers about the issue.

It’s More Common

Because of the changing economy, job hopping has become much more common. Since 1990, the number of people who have stayed less than two years in the same job has jumped from about 15 percent to more than 50 percent. It has become the norm rather than an aberration.

Even so, many hiring managers still take a dim view of job hopping and regard it as a red flag. In fact, a recent survey showed that job hopping makes it harder to land a job than being older or unemployed. An older person who has had steady employment for a number of years is more likely to find a job than a much younger person who has job hopped.

Some hiring managers simply use it to screen out candidates. Others, however, take a more positive view of job hopping, especially if it happened through no fault of the job candidate himself. They see negative attitudes toward job hoppers as outdated biases, which prevent managers from realizing the advantages of hiring job hoppers. Here are a few.

  1. When a person moves around to different jobs in their profession, they get a more expansive view of their industry, learning how different companies operate, the challenges they face and the strategies they come up with to handle those challenges. This is experience the person will bring to his or her new company.
  2. Job hoppers realize they need to work extra hard to counter the negative attitudes employers may have about them and so work as hard as they can to show their worth.
  3. Because they have moved among a number of employers, job hoppers develop more extensive networks with others in their profession, as well as customers and vendors. Hiring the job hopper gives an employer access to these networks.


The upshot of all this may be that hiring managers should keep more of an open mind when dealing with a job hopper, especially in such a tight labor market. The manager should take the time, first, to find out why the person has had so many jobs in a short period, and what he or she has learned from the experience, the skills he or she has acquired.

If your company is looking for qualified, reliable employees, Arrow Staffing can help you. We have the network to find the right people, we are skilled at evaluating them, so we send you only the best. Give us a call today.

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