One of the most daunting prospects in this marketplace is trying to determine which candidates really want to work for your organization and which candidates are just looking for any job they can find until this recession blows over. Most applicants are savvy enough to give you all the right answers during an interview, to make you think you’ve found the right fit for your company. Employers and recruiters have to be diligent when it comes to ensuring the candidates actions will match their words.
So, what’s the definition of a job hopper?
It’s kind of like that famous saying about art, “you know it when you see it.” If a candidate is 30 and has had 6 jobs since college, he’s probably a job hopper. Job hoppers don’t have staying power. They’re in it more for themselves and their immediate needs, rather than for a career or for your company. Quitting 1-2 jobs early when you’re young is acceptable. At that age, people are exploring life and work options. But 6 times is a pattern. Job hoppers might perform well while they’re there, but in the end they’re just not likely to stick around.
Consider implementing the following tips during the interview process to help filter out potential job hoppers.
- Ask Them to Talk About Future Goals One of the best interviewing tactics to identify candidates that might be “settling” for a position is to ask for details about their future goals. By learning more about what a candidate hopes to accomplish one, three or even five years down the line, you’ll be able to get a grasp on whether their desires are realistic at your company or in the role they’ve applied for.
- Ask Them For Letters Of Recommendation By asking for multiple letters of recommendation and by requesting that those letters address “why this is a good potential job for the candidate,” you might gather some more data. If the letters aren’t consistent with the candidate’s own statements, you might have spotted someone who is “settling.”
- Consider Running Credit/Financial Checks While there is some debate in the HR community about whether credit checks are helpful or an invasion of privacy, you can see whether the candidate is under significant financial stress and may be taking your job just for the money, or has a spotty history of paying bills. Someone with a strong, stable work history shouldn’t have a poor credit record.
The recession has caused a lot of great employees to lose their jobs, so there are a lot of highly qualified people who will be thrilled to be a productive employee at your company. By taking the necessary steps to separate these high quality candidates from the ones that are looking for “any offer,” you can ensure that your company avoids future job hoppers and comes out of this recovery stronger than before.