How to attract these profiles?
- 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.
- 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.
- 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.
- 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.
- 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.
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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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