It’s not uncommon for talent recruiters to get requests from hiring managers with notes like, “No more than two jobs in the last five years,” or “No job hoppers,” or “Must have 10+ years of experience in our industry.”    

We appreciate getting clear direction from clients on what they’re seeking in potential job candidates, but with requirements such as those above, are employers unnecessarily limiting their candidate pool? In many cases, I believe the answer is yes. Let me explain why.   

Here’s a compelling story about staying open-minded   

Recently, I encountered a candidate who had been rejected multiple times by other recruiters due to “poor job tenure.” Despite having the necessary skills and experience for the position I was working to fill for a client, this candidate’s resume reflected an almost two-year gap in employment, as well as four short-term roles over the past three years. I chose to engage the candidate for an interview, anyway.    

Through interview questions, I learned this candidate had moved to the United States in the middle of 2020 and faced significant job-hunting challenges during the pandemic as an immigrant on a work visa. I also learned that the four briefly held jobs on their resume were all contract positions with companies that agreed to sponsor the candidate’s work visa, allowing them to work while pursuing U.S. citizenship.    

Today, having achieved citizenship, this sufficiently qualified candidate has landed a permanent role.   

This example highlights the importance of considering the full context of a candidate’s experience – beyond the resume. Had I also passed over this candidate based solely on their short tenure in several jobs, both the hiring manager and I would have missed out on understanding their unique journey, one that is not uncommon in today’s ever-evolving workforce.  

6 good reasons to look deeper into job hoppers   

For candidates, there are pros and cons to job hopping. But for hiring managers, there are valuable insights to be gleaned from learning why job hoppers choose certain career paths and giving them the opportunity to tell their stories.   

The following advantages are removing red flags for a growing number of hiring managers. 

1. Diverse skill sets: Candidates who frequently change jobs can bring a wide array of skills and experiences that those with longer tenures might not possess. Frequent job changes bring exposure to new industries, diverse learning opportunities, and accelerated acquisition of skills that are of great benefit to new employers.    

2. Life happens: Personal circumstances, such as marriage, divorce, caregiving, illness, or other life events can necessitate job changes or career breaks. Life is unpredictable, and people’s situations and priorities shift. Such circumstances should not cause employers to question professional competencies.  

3. Company and job fit: After a short period in a new job, employees may realize that their manager’s leadership style or the company’s culture or work environment is not a good fit, prompting a change. Additionally, the job might not align with the role described or defined during the job interview and hiring process. 

4. Exposure to various work styles: Frequent job changes can expose employees to a variety of personalities, team dynamics, and workflows, which can bring fresh perspectives and ideas to your team. 

5. Ambition and growth: Job hoppers often seek growth and learning opportunities. Their willingness to step outside their comfort zone by trying new career paths or industries reflects a proactive mindset that is sought after in talent acquisition today. 

6. Maximizing team talent: By dismissing candidates with short tenures in their work history, you could miss out on your next top performer. It’s important to focus on the right fit for your open role, without placing too much emphasis on the amount of time a job seeker has spent in their current or previous roles. 

Let me use myself as another example 

I’ve held eight different positions over the last 20 years. While that averages out to less than three years per job, it’s a reflection of my growth and career trajectory. Some roles lasted longer than others, and a few were steppingstones that led me to where I am today. My diverse industry experience across construction, property management, healthcare, and more has provided me with a unique perspective that enhances my ability to serve as an effective talent recruiting partner.  

Lean on a discerning recruiter for pre-screening  

The next time you encounter a resume that reflects your desired qualifications and experience – but also reflects short tenures or gaps in work history – remember to keep an open mind. If the job seeker meets most of your criteria, consider inviting them into your interview process.

Or, if your time is stretched, let a talent recruiter like me screen the candidate and report back to you.  

By considering job hoppers, you may just discover your next great hire.