Frequent Job Changing

Job changing is mostly done at junior level and must be done for genuine reasons. The reasons can be that the company is not doing well, there are no prospects for the employee, the company is likely to close down in the short term and such valid reasons. But simply changing a job for money within two years and running somewhere irrespective of the company is not fruitful. Even four decades back the employees Bio-data was looked upon and the frequent job changes was questioned by the interview board and the possibility of rejection was high. So it is prudent to keep in mind that at least the first job change should be after 3 years and second one after 5 years.

The idea of changing jobs frequently is usually frowned upon, experts say that there can be an upside to this often frowned upon trend.

For an aspirant, it can be quite a task to explain why he/she has jumped jobs frequently. Though the reasons may be professional or personal, experts say that the best way is to be forthright with your future employer. As long as the employee’s job change can be justified, employers will not look at it negatively.

Typically young aspirants tend to have a high turnover ratio in the few months or years they would have worked, against a person with significant work experience. There can be many reasons for this: higher studies, confusion in their minds about what’s best for them as a career, or out of sheer frustration emanating from their need for quick success.

While the idea of job hopping is frowned upon in the industry, experts say that there can be certain advantages too. And with young people rising fast in India Inc., many organizations say that they prefer hiring aspirants who have a range of experience under their belt. A fresh look at the existing way of doing things is certainly the most important quality such employees bring to an organization. New ideas will be generated and there is a possibility that employees who are in the system for long are professionally challenged. Candidates with relevant experience in the industry can certainly boost innovation in the organization.

These aspirants are likely to enjoy being continuously challenged with newer assignments which stretches their imagination and potential. In job profiles that require these characteristics in differing degrees, they would be good fits and could turn out to be high performers. They also bring in a heterogeneous experience working in different environments or jobs, which can be handy for jobs that involve multi-tasking. However, every story has two sides and experts say that though job hopping can be an advantage sometimes, there might be some explaining to do. There might be a possibility where the candidate lacks in depth experience or knowledge on a particular practice or subject. Also, in such instances, he/she might be seen as a person who is more of an individual player rather than a good corporate citizen.

While most experts contend that job hopping is not necessarily bad, they throw a caveat that it is important to establish the real reason for it. And finally, candidates need to make sure that they can show a good performance record. In the end, all that an organization needs is determination and the will to succeed.

If you are wondering how an aspirant can make the best out of a situation like this and succeed in an organization, experts show the way:

  1. Aspirants should try to select job roles or responsibilities which fit into their natural disposition, at the age they are in, to be self motivated, and to be able to build a career in one organization.
  2. He/she must be in a position to convince the new employer that job change is more for professional growth or for compelling personal reasons and certainly not only for a pay hike.
  3. It is very important for an employee to show sincerity and intent for a long term relationship with the organization he/she aspires to work with. The candidate should at least be clear about the commitment on the time frame required if asked by the organization. He/she should present details on actual projects which are slightly long term that he/she has completed in earlier stints.

  • Cyril Danthi

    Dear VSR,
    Great article, earlier it was the concept that “Employees are the assets of any company”, research do state that attriation rate of employees is good for the organisation, because this would bring freshness in the organisation, new thoughts and new mindset. Now the concept is changed, organisations look for Right person at right place.
    Job hopping is not only for Payhike, its also because when the employee feel that he can take up higher responsiblity and he is neglected. There are many cases of favoutisim and neptoisim in the organisation,which directly result in frustuation and people with good skills and competency do change the job.
    Its dillema for the organisations and employees to understand and have any retention strategy.
    There are organisations where in sucession planning is available, must keep managers are identified and IDP are planned. However in the bottom level if an competent person leaves the job, the organisation takes more than 6 months to find an replacement.