How to adapt to Job Jumpers

How to adapt to Job Jumpers?

In our previous post (What is a Job Jumper?)we explained what the Job Jumpers were and what characterized them. But we still need to explain how to adapt to this new generation, so in today’s post we present you 5 changes that you must make in your HR team and in your business so you can capture and understand the Job Jumpers.

How to attract these profiles?

  1. Offer flexibility of time

Job Jumpers value flexibility in their working hours more than their own pay. So if you want to keep these profiles as long as possible, the best thing you can do is give them the opportunity to adjust their schedules when they need it.

  1. Explain the “why” of tasks

These young people don’t just operate; they need to know why they do what they do and how it will help the business results. So try not to give orders, but to delegate tasks by explaining what they mean. Job jumpers do not want to work in vain, but want to achieve goals and be useful.

  1. Prove that you trust them

Present such constant challenges and show them that you trust their work skills. Assign them new projects and functions, thus giving them the possibility to advance in their professional career, which is what they are looking for.

  1. Communicating the company’s goals and values

In a selection process, be sure to make your values clear. Thus, candidates who match these will stay, and those who do not directly apply to the candidacy.

This will reduce your turnover rates and save you the costs of a new selection process.

  1. Listen to their proposals and ideas

For this new generation it is very important to participate creatively in the companies in which they work; they need to see that their ideas are heard and valued. This helps them grow professionally in each position, so they probably decide to stay longer in your business.

As we said in our previous post, job jumpers are just one of the many trends that the future of staff selection will bring.

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And you: Do you have a job jumper on your team? What modifications have you made in your selection processes to better capture this type of profile?

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