When everyone’s a “job hopper”, nobody is

The term “job hopper” has been falling out of common parlance lately, for much the same reason as “mobile phone” and “horseless carriage”: it goes without saying.

Remember when people who left a job after less than five years were considered “job hoppers”? Then it was three years, then 18 months, and now… 18 months is normal. In fact, the stats show plenty of people are hopping even faster than that.

Gen Z leads the way

A recent survey by tech company Lattice revealed that 52% of respondents were actively trying to leave their jobs (not just wishing, actively trying!) after three months or less. Of those who had been in a job for three to six months, 59% were trying to leave.

While Millennials might have started this trend, Gen Zs have taken it and run with it–according to LinkedIn, they’re switching jobs at a 134% higher rate than in 2019, versus 24% for Millennials. LinkedIn also found that 25% of Gen Zs were planning to leave their jobs in the next six months.

There are several factors behind this trend, one being the march of time. There are now more Millennial workers than any other generation, and with more and more Gen Zs entering the workforce, the younger generations’ desire for freedom and flexibility is now the norm.

The rise of remote work during the pandemic is another factor, as well as skills shortages in many industries–especially in the vet industry, where the unemployment rate is almost zero.

What can employers do?

Make sure new hires’ experience matches their expectations

One of the main reasons people hop out of jobs they’ve just hopped into is disappointment: this isn’t the experience they were expecting to have. Make sure your new hires have a clear understanding of what to expect before they start their first day.

Let them know where they stand

Employees during onboarding are dizzy. Imagine someone who’s literally just woken up on board a ship. They’re going to be asking, “Where am I?” and “Where am I going?” Make sure they know the answers to those questions. Again, setting clear expectations and explaining the next steps at every stage of the onboarding process will make them feel secure.

Keep talking

Don’t let your newcomers feel alone. People in unfamiliar situations need consistent support, otherwise they can easily feel abandoned and panic. Depending on the personality of your employee, this often leads to a conviction that they’re either not up to the job or not valued–followed by a hasty exit. Keep communicating to keep them engaged.

Watch the engagemeter

Keep a close eye on employee engagement over time–it’s your best guide to whether someone is thinking of leaving. That’s why it’s so important to get people fully engaged early on. Otherwise, given the current job market, it would be abnormal if they didn’t consider hopping off.

Are you struggling to recruit and retain top veterinary talent? As specialist veterinary recruiters, we are well equipped to find the right people for your practice. No matter where you are located, we can help! As a worldwide recruitment service, we can help you find candidates in your country or even ones who want to move there! Get in touch to find out how we can help.

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