Hiring Managers should re think about employing millennial job-hoppers
Millennials (Born between early 1980s to mid-1990s (age 20-34)) seem to hold a bad reputation for job-hopping. Hiring managers can’t get past CVs that read one and a half years here, two years there. Red flags go up.
Words like: Lack of experience. Fickle. Hard to retain, spring to mind.
Millennials are notorious for switching jobs every few years. Here’s why.
- They want to grow professionally;
- and they can’t grow where they are.
This group of employees get ‘itchy feet’ staying static. And that’s a quality all thriving businesses should want on their teams. This growth mindset is what keeps companies competitive.
Why job-hopping makes millennials good hires
Hiring managers should reframe their thinking around why someone leaves a role; it’s usually because they’re restless. If millennials want to keep developing their skills, and their company is not doing that for them, then why shouldn’t they leave?
Here’s why recruiting job-hopping millennials can be good for business:
- They’re adaptive. These employees adjust well to new environments. They are growth-minded, so they’ve got great potential to develop within any organisation.
- They’re disruptors. They challenge the status quo, and are at the forefront of changing workplaces for the better. They have a unique set of needs and advocate for new policies in the workplace.
- They’re risk-takers. It says a lot about a group of people who assume the risk of switching jobs every two years. Why wouldn’t you want to hire someone who takes that risk rather than someone who stays in a secure micromanaged role for seven years?
- They’re social responsibility-focused. Millennials are passionate about social causes that benefit the greater good, whether it’s a nonprofit charity or an altruistic company.
Food for thought, for next time you come across a Millennial's CV!