Hiring managers continue with hiring bias despite ever increasing movement

Frequency of Job Hopping

Job hopping has become increasingly common, especially among younger generations. A 2023 Gallup study revealed that 21% of millennials reported changing jobs in the past year, which is more than three times the rate of non-millennials¹. Similarly, LinkedIn data shows that the average Gen Z worker changes roles every 2.3 years, a stark contrast to Baby Boomers, who traditionally held jobs for an average of eight years². This trend reflects shifting attitudes about career progression, flexibility, and the desire for new experiences, particularly among early-career professionals.

Job Hopping and Salary Growth

Switching jobs frequently can lead to significant salary gains. According to a 2022 report from the ADP Research Institute, workers who changed jobs saw their wages rise by an average of 16.1%, compared to just 7.6% for those who remained with their current employers³. In high-demand fields such as technology and data science, job changes often yield salary increases of 20–30%⁴. Conversely, staying in the same role or company for extended periods can result in wage stagnation, as annual internal raises tend to average only 3–5%⁵. This wage gap is a strong motivator behind many workers’ decisions to pursue new opportunities.

Career Advancement and Skills

Frequent job changes are often associated with faster skill development and greater exposure to diverse environments. Research by Burning Glass Technologies indicates that tech professionals who switch jobs every few years acquire new and marketable skills twice as fast as those who stay put⁶. Additionally, job hoppers tend to expand their professional networks more rapidly, which can lead to increased visibility and career opportunities. According to LinkedIn’s Economic Graph data, professionals who moved jobs every two to three years were 70% more likely to hold leadership roles by the age of 40⁷, highlighting the potential for accelerated career advancement.

Negative Perceptions and Risks

Despite the advantages, job hopping can still carry a stigma in certain industries. A 2022 survey conducted by Robert Half found that 42% of hiring managers were reluctant to consider candidates who had held multiple jobs in a short period⁸. These candidates may be perceived as lacking loyalty, staying power, or commitment—traits that are still highly valued by many employers. Furthermore, job hoppers may miss out on the long-term benefits that come with tenure, such as equity vesting, mentorship, and internal promotions⁹. These missed opportunities can sometimes outweigh short-term financial gains, depending on the career stage and industry.

Employer Strategy Changes

Employers are increasingly adapting their talent strategies to reflect the realities of modern career mobility. A 2023 report by the Society for Human Resource Management (SHRM) found that 63% of HR leaders are now less concerned about short tenures than they were five years ago¹⁰. Progressive companies recognize that two-year stints are no longer a red flag, particularly if the candidate can show impact and growth. As former Google HR executive Laszlo Bock has noted, short tenures may be acceptable, but a repeated pattern of leaving within a year could still raise questions¹¹. Overall, the shifting perspective indicates that while job hopping was once frowned upon, it is now increasingly normalized—though still best approached with strategic intent.

Footnotes

1. Gallup. (2023). State of the Global Workplace Report. https://www.gallup.com ↩
2. LinkedIn. (2022). Workforce Report (U.S.). https://economicgraph.linkedin.com ↩
3. ADP Research Institute. (2022). Workforce Vitality Report. https://www.adpri.org ↩
4. Forbes. (2023). “Why Changing Jobs Often Can Boost Your Paycheck.” https://www.forbes.com ↩
5. Harvard Business Review. (2021). “Why Staying at a Job Too Long Can Hurt Your Career.” https://hbr.org ↩
6. Burning Glass Technologies. (2020). The Hybrid Job Economy. https://www.burning-glass.com ↩
7. LinkedIn Economic Graph. (2021). Global Talent Trends Report. https://business.linkedin.com/talent-solutions ↩
8. Robert Half. (2022). Job Hopping Survey. https://www.roberthalf.com ↩
9. SHRM. (2021). Retention Strategies That Work. https://www.shrm.org ↩
10. SHRM. (2023). Talent Retention and Turnover Report. https://www.shrm.org ↩
11. Bock, L. (2015). Work Rules! Insights from Inside Google That Will Transform How You Live and Lead. Twelve. ↩