Understanding an individual throughout their career as they change and progress, will not only make your recruiting decisions more informed, but also avoids the risk of missing out on the right candidate. In 2019, a job is rarely for life – people don’t stay in jobs for 20 or 30 or even 50 years anymore. The average, depending on the industry, is around 2.5 years until they move onto the next opportunity.
Why might they do this?
First, it could be the need for more flexibility in working hours. The pressures felt to succeed in all aspects of life, including job, family and friends means workers are having to juggle a lot in any given week. High turnover could be due to lack of flexibility from the employer.
Stability and job opportunities. I recently wrote a blog article about unemployment rates being at an all-time low. This means people are often looking for their next opportunity because for the first time in a long time, there is stability and work available. Instead of thinking about why has this candidate worked at so many places, maybe ask yourself, why haven’t my workforce been staying with us?
Demographic. It’s not always concerning for candidates in the earlier stages of their career to change jobs more frequently. They are navigating the job market and trying to find their passion or where their skillset is best suited.
Job hopping rates vary depending on the sector and industry. In hospitality it may be more frequent than say an engineering role. This is because progression in hospitality can be between businesses, whereas with engineering there is more in-house promotions available.
Their priorities have changed. Before blaming the younger generation for not being reliable and changing jobs more frequently look at the flip side. Is it your workplace culture? The job advertisement not being entirely reflective of the role and the company? There should be an equal partnership, the employee gives as much as the employer gives them.
“Giving your employees more control over how they do things can make a huge difference to employee performance, productivity and commitment.” Investors in People
So what should we think about this trend?
On the one hand, this trend can ensure you always have the right staff with the right skillset by your side. Especially since your business will change and some of the skills and experience you need to run a successful business today, may not be relevant in 5 years’ time. One of the key drivers in this is the rate at which digital technologies are developing and subsequently finding the candidates who know how to work with them.
The other side is creating a company culture, which breeds loyalty and a sense of support. If your staff turnover is high, it is harder to create a nurturing environment as workers are constantly having to create new workplace dynamics. This could get in the way of productivity as there are no strong bonds or working relationships established.
So although hiring someone new will fill the skillset gap, why not upskill the team you have, alongside hiring? The ones who have shared your company vision, seen it grow and know it inside out. Finding that balance between hiring fresh faces and embracing the talent you already have is key to securing your company’s development.
But to capitalise on this way of working, you’ll need to invest time not only into finding candidates but making sure your organisation, business or company are a desirable place to work.