Is Your Company Vulnerable to Job-Hopping?
If you have a lot of turnover, your company may be experiencing job-hopping. It has become the norm for the average millennial to change jobs more frequently. With unemployment lower and wages stagnant, it just makes sense for employees to move forward in their career by moving on, especially early in their career. Not only is the stigma of having frequent job changes on a resume disappearing, it actually looks a little weird if an employee stays in a job too long. Consequently, your company suffers the loss of talent and training investment.
Is job-hopping all about money?
Job-hopping isn’t just for getting more money although it can help cut through the painfully slow process of annual raises. However, frequently workplace culture or work-life balance is more important to job-hoppers than money. Consequently, they use job hopping as way to find a job with purpose and meaning that matches what’s important to them. For example, those trying to stay on top of their game in technology follow the opportunities allowing them to keep abreast of the newest innovation. Staying at a company with outdated software and processes just doesn’t work for them!
How can you minimize job-hopping? Here are a few tips:
- Pay fairly for skill and talent
- Recognize good work
- Provide coaching and training
- Promote from within when possible
- Expect employees’ motivation to be different
- Pay attention to your work culture and improve your environment
- Communicate and include employees in company purpose
- Do exit interviews, listen and adjust
Is job-hopping about lack of loyalty?
The younger workers are savvy about loyalty (or lack of) in the workplace. If you aren’t loyal to your employees, don’t expect to get it from them either. Especially young workers who entered the workforce in the last 10 years. Getting their careers started has not been easy. Typically, job-hoppers are not paid fairly for their skill set and education. They feel frustrated and aren’t going to be “lifers” like their parents were. They can be a great asset to your company as long as you understand that they will take their talent and skill to the next company when they run out of opportunity at yours. Many younger workers are not yet married or buying a home, so they can pick up and relocate to improve their position.
How can a CRA help you?
Partnering with a CRA (Consumer Reporting Agency) with the services you need to fill in your HR gaps can be an economical solution. The right CRA partner can help you recruit, integrate your system, perform background screening, provide education and license verification, drug testing at convenient locations, and support throughout the process. Feel confident that you are bringing the best hire into your company by having done due diligence both legally and ethically for your employees and customers. A professional CRA partner pays for itself by avoiding costly hiring mistakes. For a free consultation or more information, contact Genesis Background Screening Services at 866 944-0041 ext 101. Online, email or visit www.genesisbackgroundscreening.com. You can sign up to be emailed whenever we post a new blog at https://genesisbackgroundscreening.com/subscribe-to-the-blog/
Genesis Background Screening is not a law firm and provides our blogs for informational purposes only. Blog is not a substitute for experienced legal advice. Research laws or regulations mentioned in our blogs and ask your legal counsel any questions you have to be sure your organization is within the law and compliant with regulations.
Jacqueline McClure
Genesis Background Screening Services
