Why are some employers still stuck on longevity?

Despite the trend toward shorter stints in the workforce, many employers still favor longer tenure on resumes.

They believe if reflects:

Productivity

Employees who stay longer understand the company’s direction and contribute more effectively.

Expertise

Tenured employees gain deep knowledge in their fields becoming mentors to other employees.

Stability

Long-term employees are seen as adaptable and resilient, ready to conquer obstacles and embrace change.

Loyalty

Commitment to the company’s mission and goals is often associated with those who stay.

Cost savings

Keeping employees for longer saves costs related to recruitment, hiring, onboarding and training. Replacing an employee can reportedly cost 1 ½ to 2 times their annual salary.

Why do today’s employees job-hop?

Millenials and Gen Z have come to realize the importance of pursing professional development and gaining diverse experience along the way. They see that remaining in a position for too long hinders long-term career growth and the development of new skills. As a result, they have effectively reduced the stigma around job-hopping and have normalized changing jobs to explore new career options, seek higher pay or secure faster promotions.

The rise in workplace automation and shifts in company ownership—such as mergers and acquisitions—have also contributed to more frequent job changes. These events have led to unexpected layoffs across industries, making job-hopping more common.

Engagement levels also tell part of the story. Millenials, known for frequent job changes, have the lowest engagement of any age group in the workplace. Gallup reports that only 3 in 10 are emotionally and behaviorally connected to their job and company. A lack of passion or purpose in work often drives the desire to seek new opportunities.

Clearly, workplace culture has gained significant importance for younger generations. Millenials and Gen Z prioritize a positive, employee-centric environment that supports work-life balance. These groups also expect employee appreciation initiatives as part of their overall perks and benefits, making it a key factor in where they choose to work.

How “frequent appliers” can benefit an organization

While tenure offers certain advantages, it can also limit one’s perspective. Employees who have been exposed to a plethora of different industries, management styles and organizational cultures can adapt more quickly. Their versatility and accumulated skillsets can bring fresh ideas and innovative solutions to the table.

Candidates with diverse job histories are often better equipped to handle missteps within an organization. Having witnessed both positive and negative business practices, they’ve learned valuable lessons from various outcomes. This broad exposure gives them the insight needed to approach a new role from a more informed perspective.

Job hoppers frequently possess great communication and networking skills, having repeatedly built new relationships across teams and companies. These experiences enhance their ability to integrate smoothly into new roles, fostering collaboration and productivity. Having a wide-ranging employment history doesn’t indicate a lack of work ethic or integrity. In fact, these candidates often excel at digging in and getting the job done – qualities that every employer seeks.

Embracing the new normal

The notion that longer tenure equates to a better employee is rapidly becoming outdated. Organizations should take a broader view when assessing candidates, recognizing that those with varied experiences can offer unique and invaluable perspectives. Assembling teams with diverse backgrounds offers employers access to a wider range of skills and insights, while fostering innovation and adaptability.

The Wilner Group has deep expertise in the nuances of the job market. We offer three verticals of business to help match the right recruits with the right opportunities: retained search, contingent permanent placements and contract and temporary projects. If you’re interested in outsourcing your recruiting efforts, TWG is available as a full cycle external recruiting department. For personalized assistance with staffing and placement, please contact Maureen Wilner at 201-897-6401