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Is job hopping good or bad for your career (March 2024)?
Find out the advantages and disadvantages of changing jobs too often and too quickly, including in the Singapore context.
SINGAPORE — Opinions are divided when it comes to job hopping. Depending on who you ask, the practice could either be seen as a viable strategy for advancing one's career or a move that risks being frowned upon by prospective employers.
Regardless, the trend of changing jobs within a relatively short span of time, as opposed to sticking with one employer for decades, is increasingly common among working professionals. What about the implications of job hopping on one's career?
Here's what human resource experts, and professionals who have job-hopped, have to say.
What is job hopping?
Job hopping is the practice of going from one job to another within a relatively short period of time. It can take place within the same industry or when one crosses over to an entirely different one.
"The definition of job hopping has greatly evolved over the past decade. Two years in any given role used to be deemed as job hopping. Today, two years is deemed a reasonable time for one to have spent in any company, especially among the younger crowd who are itching to gain new experiences and who often seek out new challenges to remain motivated or inspired," said Samantha Tan, Human Resources Business Partner at Jobstreet Singapore.
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There could be a variety of reasons for an employee to change jobs within a short span of time, such as dissatisfaction over pay, compensation, benefits, or a toxic work culture, among others. Some may also view it as a means of increasing their salaries quicker and climbing the corporate ladder faster, while others may see the practice as a reflection of an employee's inability to commit to a job.
Is it bad to job-hop?
A job candidate who presents a resume that shows multiple work experiences within a relatively short period of time is almost certain to pique the curiosity of the interviewing employer. Hiring managers may wonder if the prospective candidate has difficulties committing to a job or has other personal issues that may be causing them to leave their previous jobs after a short period. This may also raise concerns about whether to invest in training the employee.
While it is true that some workers do have commitment issues, a little probing may reveal more nuanced and valid reasons as to why an employee has been job hopping.
"To understand the impact of job-hopping on an individual's job prospects, we need to understand the motivation behind each change of job. While some reasons, such as dissatisfaction due to lack of growth or a mismatch between employee and employer goals, may be deemed plausible, excessive job-hopping with one too many excuses used to justify them might be seen as an inability to commit or bring real value to any given team or company," said Tan.
Job-hopping a viable strategy for career growth?
One example of how job-hopping can positively impact one's career is 34-year-old Yap Ze Ling, a financial manager who has changed jobs five times in 13 years. Yap believes that job hopping within the same function has helped her career advance faster.
"With every change, I was offered better remuneration and I gained so much more exposure than I would have if I had limited myself to just one company. It definitely broadened my horizons," said Yap.
Yap also shared that she had tried her hand at switching job functions from finance to sales, which led to a pay cut and the realisation that she was unsuited for such roles. However, despite describing the experience as a career regression, Yap said she did not regret the move as it was necessary to put her "back on track" to where she is today.
"Overall, I consider job-hopping a viable career strategy. However, it is not for everyone. This is because with every change, we leave our comfort zones. It ultimately depends on each individual's risk appetite and whether the advantages outweigh the risks," said Yap.
With the increasing emphasis on skills-based hiring, job-hoppers should not be afraid that their job-hopping pattern will be seen as a sign of lesser commitment. Instead, they should focus on the acquired skills that they can bring to the table.Samantha Tan, Human Resources Business Partner, Jobstreet Singapore
Others, such as communications director Zoey Chin, have a more nuanced take on job hopping. Chin, 37, began her career in law before crossing over to the public relations consultancy sector, where she then changed jobs three times. She believes that job hopping can be good and bad, depending on several factors.
"A switch every three to five years? Perhaps, but this is contingent on which stage of your career you’re at. The more senior you are, the less attractive job hopping will be to both you and your prospective employer. Like gaps in a resume, the same scepticism is rife when it comes to multiple, successive short stints... it can be a recipe for disaster," said Chin.
However, when asked whether she thought job hopping had helped her progress in her own career, Chin acknowledged that she had gained invaluable lessons and experiences with each new role.
"Working with one of the best global public relations consultancies in the world made me attractive to prospective employers and also equipped me with the necessary tenacity and expertise to succeed in my next role. Expanding my geographical remit with a bigger title within a globally recognisable brand opened doors that may have otherwise been shut. Leading a team in a start-up made me rethink and sometimes forced me to unlearn my long-established practices. But in each role, success needs to be redefined and the path reestablished. Humility and curiosity are always key, no matter how senior the new role may be," said Chin.
How much job hopping is too much?
There's no straightforward answer to what can be defined as excessive job hopping. According to Jobstreet Singapore's Tan, a job-hopper typically holds a position for one to two years before moving on to the next role, although the duration of job hopping can vary widely.
"Job-hoppers should be ready to explain why they changed jobs often and the impact they have made in each stint. Hiring, onboarding, and development are all hefty investments for companies and hence, employers tend to be more wary of those who do not demonstrate commitment to a job," said Tan.
Nevertheless, Tan opined that the concept of working for a company for life is outdated and that the practice of job hopping is becoming more acceptable to many employers.
"Over the years, we are beginning to see the de-stigmatisation around job-hoppers as employers are more understanding of their individual circumstances and motivations. Instead of judging candidates by their tenure in their past employment, they are more willing to understand the reasons behind their job switch and the value that he or she can bring based on their quality of experience over the course of their career.
"Greater exposure to a variety of industries and work cultures is typically perceived as valuable to employers these days as they demonstrate one’s agility and adaptability," said Tan.
How to explain why you've been job-hopping
When explaining to prospective employers who may doubt a job-hopper's willingness to commit, Tan believes that honesty is the best policy.
"Job-hoppers should be honest and straightforward while maintaining tact. They can plainly state their reasons. For instance, when the work no longer aligns with their goals, and they feel that the organisation isn't utilising their skills properly. It is also important to maintain professionalism as they must be able to explain clearly without being defensive, placing blame or becoming emotional," said Tan.
Greater exposure to a variety of industries and work cultures is typically perceived as valuable to employers these days as they demonstrate one’s agility and adaptability.Samantha Tan, Human Resources Business Partner, Jobstreet Singapore
In addition, Tan advised job-hoppers not to stop at just giving honest explanations for leaving their previous jobs but to also see this as an opportunity to "sell themselves" and detail how the prospective employer can benefit from their vast experiences.
"With the increasing emphasis on skills-based hiring, job-hoppers should not be afraid that their job-hopping pattern will be seen as a sign of lesser commitment. Instead, they should focus on the acquired skills that they can bring to the table.
"For example, if they mentioned that their skills were underutilised, go on to share relevant talents and strengths that they’re keen to apply to their new role, should they be hired. It is important to make sure they are able to back these claims with tangible achievements. Employers typically do not view short-tenure roles negatively if one can demonstrate tangible impact made in the role and valuable experiences and learnings gained," she explained.
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