Those who quit jobs frequently, only staying with an employer for short durations of less than six months to seek “better pay” or a “better opportunity”, are known as job hoppers.
Chances are that an employer will hop right past them and onto the next candidate.
Employers may not reach out to these types of applicants because they want candidates who are committed to their profession and a good investment of their recruiting, hiring, onboarding, and training time. Commitment to a profession incorporates many factors, but to start, one has to give it time; time to get to know the company and processes, to train, to build experience, and to work through failures that lead to success and proficiencies. If one is always quitting, it also makes it difficult to build a compensation portfolio, such as a 401(k), to save money, and maintain health and other company benefits.
If you’re leaving a company, here are a few things to consider as your “Reason for Leaving” that are more impressionable with employers:
- The company went out of business
- The company had a number of layoffs
- Family, personal, or resolved health reasons
- Relocation
- Looking to enhance equipment experience
- Looking for diversity in industry with different carriers
- Looking to increase hours or home time
- Your values don’t align with the company
- Seeking more opportunities in growth
- Undervalued where a skill set isn’t fully tapped
- Interested in more challenging work
- Opportunities for growth in compensation
Notice what’s listed last and what isn’t included? Seeking “better pay”! Better pay is a common response to the “reason for leaving” that can be a deterrent for employment consideration. Employers want employees who are invested in them and every aspect of their job.
If you are seeking opportunities for growth in compensation, do you factor in the cost of benefits into your CPM? Are you entry-level or someone with significant years of experience? Are you performing up to the expectations of the company? Are you accident or infraction-free?