Whenever I talk to older generations about the work I do they are often fascinated by the fact that recruitment firms exist and that companies will pay 3rd parties to find and hire the right talent. Many are baffled when I share that some of the candidates I work with are in their 4th job in 10 years or that I’ve helped the same person with multiple searches throughout my career as a Technical Recruiter.
Is changing jobs the new norm?
Back when my grandparents were working, if someone changed jobs there was always a question of, “what happened?” or “did they move out of state?” Many people worked for the same company, if not in the same job, their entire career and were content doing so.
20 years ago, it was easier for companies to retain workers for a variety of reasons. There were no job alerts direct to your cell phone, networking was face-to-face, there were fewer types of jobs, and people prioritized job security over job happiness.
Gallup’s Workplace published Millenials: The Job-Hopping Generation and noted, “It’s possible that many millennials actually don’t want to switch jobs, but their companies aren’t giving them compelling reasons to stay.” What do you think?
Heading into 2020, how will employers and recruiters react to job-changers?
Embrace it. The competitive landscape is fierce. When talking with candidates, keep in mind that there are various factors beyond total compensation that drive their decisions.
Some successful ways to attract and retain a new generation of talent include:
- Building an employment brand that starts with a positive candidate experience
- Sharing testimonials from current employees and partners
- Developing internal reward and recognition programs that support your company mission and vision
- Promoting initiatives that drive teamwork outside of the job description such as wellness groups, community projects, or extracurricular activity sponsorships
- Offering a modern office space with amenities to increase productivity and comfort
- Being flexible – allow employees to occasionally work from home or offer summer hours
There is something out there for everyone.
We are in a candidate-driven market and today’s workforce isn’t afraid to change jobs until they find the one that makes them happy.
While it’s not uncommon for someone to leave their job after two years, work for six months, and be recruited for a new opportunity, it’s also common for good people to stay in great jobs.
That is the market.
What was once seen as ‘job-hoppy,’ can now be explained by a shifting market driven by ever-changing technology and in-demand workers. As employers, don’t worry so much about the gaps and jumps in a resume. If a candidate is talking to you, they are interested.
Kevin Kluge, Recruiting Team Lead, Account Manager and Salesforce Specialist, works in all facets of the IT spectrum. If you’re an IT professional looking to make a change in the Chicago area, or simply looking to explore new opportunities, reach out. Many of the candidates Kevin works with are passive job seekers – this means they are successfully employed, are very selective about making a career move, but they like to keep abreast of “ideal jobs” when they become available. Connect with Kevin on LinkedIn.