Guest Blog by Ben Chatfield CEO and CO-founder at Tempo
Until recently, having a lengthy job history was considered career suicide.Candidates who stayed at jobs for a year or less were considered disloyal and indecisive. The emergence of flexible working has effectively bought this thinking to an abrupt end. Employers have changed their outlook on portfolio careers, welcoming the benefits that candidates with a range of jobs and experience can bring to their business.
When the bulk of the workforce was made up of the ‘Baby Boomers’, having a varied career was disreputable, verging on scandalous – why on earth would you move jobs so often? For past generations, with stability and long-term ism a priority, it was typical to stay with the same employers for life.
By 2020 Millennials will comprise over 50% of the UK workforce and this is shifting the entire concept of a job. Our research revealed that over half (52%) of people between 18-34 expect to be moving jobs in the next 2 years. In fact,over a quarter (28%) of millennials have already had 5 or more jobs.
If companies want to continue attracting top talent, they need to embrace this phenomenon and change how they find and access employee experience. Interview processes will be shorter and more soft skills focused, testing a candidate’s ability to learn new skills, rather than simply assessing what they already know.
Greater efficiency at every level
There are a vast number of benefits a portfolio career can bring, and there is no cutoff point for when someone can embark on a new challenge. People who have had multiple jobs are better at working flexibly in different environments and are likely to have a greater range of soft skills and a wider pool of professional contacts. Employers, in turn, will see candidates with diverse careers integrate faster and on board more efficiently.
Unfortunately,some companies are stuck in the past, assuming job hoppers are just following the money. Our research tells a different story. Flexible working (37%),progression (19%), the role (16%), learning opportunities (16%) and office culture (13%) are actually the most important things for jobseekers.
Business leaders and managers need to advocate this shift internally and create a recruitment and retention system that supports a more flexible employment structure. With employees looking for new opportunities more often, companies must not only adapt but scale quickly and effectively – otherwise, they face being left in the dirt.