Beyond, The Career Network, today announced results from a comprehensive national survey of HR professionals. The survey looked at the hiring process and found that 71% of respondents aren’t willing to hire job hoppers, who are commonly seen as those who change employers too often during a short period of time. According to the Bureau of Labor Statistics, the average professional switches jobs once every three to four years – any more frequent than that and candidates might be critically viewed as job hoppers.
“If you’re lucky, a recruiter will spend six seconds looking at your resume,” said Joe Weinlick, VP of Marketing for Beyond.com. “This is why the structure of your resume is so important. Having a lot of experience is a great thing, but you don’t want to be considered a job hopper. Pay close attention to how you present your experience. If you don’t, an employer will pass you over for someone who does.”
More than a million jobs have been created in 2015 and hiring remains steady. As competition for talent heats up, recruiters are finding it harder to attract qualified candidates. Only 7% of HR Professional respondents said it’s easier to find qualified job applicants than it was six months ago and 50% of them find it to be more difficult. Based on additional survey findings, hiring managers might be able to connect with more job seekers by improving how they market their open positions.
According to Beyond’s survey data, more than half of HR professional respondents don’t have a mobile-friendly job application process. With a previous Beyond survey showing that the overwhelming majority of job seekers use their smartphones and tablets to search for jobs, hiring managers are missing out on a large portion of the qualified-job-seeker talent pool by not catering to modern-day job search behavior.
39% of respondents use multiple job descriptions for the same job, and 63% of them also use different job titles for the same position. By casting such a wide net, HR professionals may be attracting the wrong candidates and confusing qualified job seekers who regularly apply for multiple jobs on multiple sites.
“Continuity and clarity are essential ingredients in any form of communication, including job descriptions,” continued Weinlick. “If you rely on multiple job descriptions and titles for each position and don’t embrace mobile technology, you’ll continue to turn off qualified job seekers and attract the wrong people.”