The term sounds just like what it means. Job hoppers are eager individuals who ‘jump’ from position to position, in short stretches of time (a few months to around two years). The act of hopping (also known as ‘churning’) has gained more momentum than ever before. In fact, 75% of Millennials (ages 18-34) strongly believe that it’s a good idea. As of 2018, over 30% of Canadians stay in jobs for less than four years, with the large majority being young adults. This percentage climbs all the way up to 51% when considering anything less than two years.
There are many benefits to job hopping, a core one being the ability to acquire a vast array of skills that simply can’t be learned in a textbook. This allows graduates to become familiarized with all sorts of sectors. As a result, they’re significantly less replaceable in future positions. A key trait that emerges from hoppers is high adaptability to their environment. While collaborating with different teams and individuals, one’s skills toolkit can effectively grow over time. Other common factors include higher salaries, greater promotional opportunities, and a better culture fit.
However, employers may raise their eyebrows as hoppers can be seen as uncommitted or flighty. It raises questions as to a lack of responsibility or maturity. There are also onboarding and training costs that must be taken into account with any new hire. Even so, hoppers are appreciated for their strong, enterprising character and keenness for learning.
Heads up: Due to the ever-evolving nature of work and the opportunities to relocate, job hopping is slowly evolving into the new normal.
That’s why many companies are starting new rotational program initiatives:
Check this out: Rotational Programs
Recent grads, rejoice! You can now try on different hats without changing companies. With rotational programs, you’re given the exciting opportunity to explore and rotate through different departmental functions in a company without having to chain yourself to just one. At the end of the work term, you will gain a greater understanding of where your strengths lie, and what you can see yourself doing without banging your head repeatedly once arriving home (hey, don’t sweat it—we’ve all been there).
IBM offers their unique General Management Leadership Development Program to recent MBA graduates, which encompasses the areas of operations, sales, marketing, business development—among many others.
The program is generally 12 months in length, although an extension is possible if it proves to be a fit on both ends. There are also shorter, 6 month as well as part-time options to accommodate continuing education on the side.
The Bank of Montreal (BMO) offers a Trading Products Rotational Program, which focuses on data analytics within the Sales and Trading business department.
A keen eye for detail coupled with a passion for research and knowledge of financial markets are requirements for the program. They’re actively recruiting the next generation for growth, so it’s an egg-citing opportunity for the new and emerging professional cohort!
Walmart’s DARE program wants to help grads reach their full potential, rotating between three key pillars of the intensive two-year program: the Store Support Centre (SSC), Financial Specialization, and Leadership in Operations.
Participants learn, innovate, and thrive in a dynamic retail environment to discover their best fit in the enterprise sector through a series of rotational shifts. They’ll also pick up an array of soft skills along the way—a surefire recipe for success in management!
Whether a hopper or not, the job market’s new collection of rotational programs provide value and meaning for incoming employees. Jumping into a specific industry right off the bat may not be for everyone, so it’s a great choice for those who are somewhat iffy or undecided. While gaining experience across different teams, there’s also ample time to socialize and create meaningful relationships and networks through exposure and communication.
Hop to it, young grads!