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In today’s recovering economy, recruiters are well accustomed to seeing a large influx of candidate resumes on a daily basis. This unique situation also tends to leave some hiring managers wondering which employees are serious about the open position at hand and which ones are simply job hoppers seeking any job as opposed to long-term employment. Traditionally, a typical job hopper was someone who had worked at more than three jobs over the past five years; however, due to frequent layoffs, short-term temporary assignments, and company closings, it is no longer uncommon to see candidates who have held that many jobs and more.
Keeping recruiting costs down while retaining quality employees is a key goal at the forefront of any hiring manager’s mind. Because job hoppers tend to waste employers’ time, training efforts, and money, they do not fit into this overall equation. If you’re looking to distinguish worthwhile candidates from job hoppers during the pre-hire process, consider these following tips:
· Focus on long-term goals. Speak openly and honestly with each candidate by asking them where they see themselves in five years or more, why they left previous jobs, and if career development played any part in their decisions. This will help you determine if the candidate is more interested in money or career growth. Make it very clear from the very beginning that your company is only interested in candidates who are willing to commit to long-term employment goals. No matter how qualified or experienced the candidate is, move on if you sense hesitation.
· Request letters of recommendation. Request letters of recommendation from past employers even if the candidate speaks highly of them. While standard employment references are important, a great candidate will easily be able to produce several positive letters of recommendation from previous supervisors and colleagues. These letters should paint an accurate picture of the candidate’s career performance and overall goals. If the candidate is unable or unwilling to provide at least two letters of recommendation, this should send up a red flag. Look for candidates who show progressive growth and the ability to proactively pursue higher levels of responsibility.
· Run background checks. If possible, consider including a credit check in your background check of possible candidates. While there are specific laws surrounding the use of credit checks in hiring decisions, these reports can often shed light on the candidate’s character as a whole. Although unemployment can put a temporary strain on an individual’s financial status, patterns of payment instability or several household moves over a five-year course can signal that the candidate is not in a stable place and may be seeking your position for the wrong reasons.
Hiring chronic job hoppers can be frustrating, but fortunately, following these simple tips can help you easily weed out the job hoppers from quality candidates who may have experienced negative economic impact over the past few years. Staffers, Inc. prides itself in matching the best long-term candidates to their perfect company fit. If you are looking to fill your open job positions quickly and effectively, contact the hiring experts at Staffers, Inc. today!