Minimizing Millennial Turnover

One of the biggest complaints regarding millennials in the workforce is their reputation of being job hoppers. Hiring managers are hesitant to choose candidates who appear to have short histories with their previous employers, especially since the investment required to get a new employee settled in can be quite high.

So, how do you separate the problematic job hoppers from the rest? And, if you choose a millennial with a job hopping history, what do you need to do to lower the risk of turnover?

First, you need to find out the source of the job hopping. Then, you can plan.

Types of Job Hoppers                                                           

The first step to eliminating millennial turnover is to determine whether the source of the job hopping is a point of concern or a non-issue. This requires getting additional information.

Some people have what appears to be a job hopping history simply due to the nature of their career choices. For example, a young person may take positions that are temporary by design to help gain professional experience. These include jobs that are on a project basis, where the end of the project spells the end of their employment.

There is also job hopping that occurs early in one’s career that helps them define their ideal path in life. This could be a series of positions in similar fields, used to help the person choose a specialty. Additionally, it could be based on unexpected opportunities, such as the chance to move to another city or a funding source to further their education or facilitate a career change. Others may even job hop due to a series of promotional opportunities that occurred as they gained certain skills.

Remaining job hoppers might simply be trying to find their place in the world. Some of the reason for moving on may be valid, while others will show a pattern that could be troublesome. Warning signs of a job hopper that could be trouble include tales of difficult managers, troublesome co-workers or chronically bad environments. While a single instance of those issues might be a true story of a real issue, if that reason is frequently cited as the reason for leaving, it should give you pause.

Lowering Turnover

If your job hopper isn’t showing any of the previously mentioned red flags, they may have simply been in an early part of their career, which can be a learning experience in itself. Often, a job hopper that could potentially be stable will have a solid understanding of what they want in a position and work environment.

To find out if your company can offer their ideal environment, you may simply need to ask. Try to determine whether they could be a cultural match and if your company’s opportunities for advancement suit their drive and potential. Ask questions to determine their motivations and if the business offers incentives and support that fits those motivations.

If your company doesn’t offer what they need out of a workplace, your job hopper might not be inclined to stay. However, if you do have what they need to thrive, you may be the ideal place for them to settle in.

It is important to remember that job hopping isn’t uncommon and can be an excellent way for a person to get to know what they value. So, instead of seeing the candidate as flighty, give them a chance to show you otherwise. It could be that they were simply on a journey of self discovery and, now that some of their questions have been answered, they might truly understand what they need to thrive.


If you are interested in more information about reducing turnover or are looking for your next new employee, the professionals at The Squires Group have the experience you need to locate the strongest candidates. Contact us to speak with one of our professional recruiters today and see what we have to offer you.

 


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