About Lance Haun
This post is part of the BlogSwap.
Hi all, my name is Beth N. Carvin. I am the CEO and President for Nobscot Corporation, the developers of WebExit exit interview management software. I’ve worked in the recruiting and/or human resources field for more than 15 years. When I was involved in recruiting, I didn’t much like job hoppers. Now that I’m involved in employee retention, I still don’t like job hoppers. Today I’d like to share with you why.
Why I STILL Don’t Like Job Hoppers
1) If an applicant worked for less than a year at his last 3 jobs, why should I think he will stay at my company any longer?
2) The cost spent on an employee is considerably higher in the first year then in subsequent years. If the employee leaves in the first year, I have not recouped my investment.
3) It doesn’t matter how great an employee is, even the best ones don’t start truly contributing until they have been with the company for at least 6 months. For most employees it usually takes 18 months.
4) The best employees become heavily involved with important projects and/or have strong client relationships. When they leave it creates a huge crisis. It’s too risky to have a job hopper working on anything important.
5) Job hoppers are generally weak of character. They have little sense of responsibility and commitment. They are more focused on themselves than on the people and things around them. They jump ship at the smallest irritation or when the company across the street offers them a few extra pennies. The best employees are responsible by nature. They are more outwardly focused. They care about the company, their co-workers and clients. A responsible-minded employee will contribute at least 150% more in productivity than an employee who cares only about himself.
6) It’s a pain in the ass to refill positions. If you are an employee, find yourself a good company and stay with them long term. Even if it’s a mediocre company, do the best job you can and show your future employers that you’ll do what it takes to be successful.
If you are an HR guy, it’s your job to carefully weed out job hoppers. When you interview, make sure you understand each applicant’s reasons for leaving for each of his or her positions. If the reasons were not the applicant’s fault or if the applicant happened to work for some unusually horrible companies then take that into consideration. Otherwise, if the applicant is a job hopper in the true sense of the word, stay far away. Your company will thank you.
For more quick tips on hiring, see Carvin’s Rules for Hiring the Best.
Copyright 2006 B. N. Carvin