Is job hopping losing its stigma?

Historically, job hopping was seen as a major red flag by most employers, but as the world of work continues to evolve, the prevalence and perception of frequent job movers may also be shifting. Some professionals view job hopping – where they consistently have a tenure of fewer than two years at every company they work for – as a way to take control of their career progression, secure substantial pay raises and broaden their experience.

Although this career strategy may not be viewed as negatively as it once was, some employers are still hesitant to hire this demographic. The question remains for professionals: will frequently switching roles help or harm their careers in the long run? And for employers who are still resistant to hiring job hoppers: should they reconsider their preconceptions?

Company loyalty is dwindling

It seems the newest members of the workforce, Generation Z, are bringing with them different attitudes towards company loyalty. One study even found that 83% of Gen Z workers consider themselves to be job hoppers. What’s more, our Employment Trends – 2025 Spring Update survey reveals that only 15% of under 30s are expecting to change jobs every five or more years throughout their career, in comparison to 43% of over 50s who said the same.

But it’s not just Gen Z who are keen to jump ship. Nearly half (45%) of working professionals across all generations expect they will change jobs in the next six months, with an additional 21% anticipating a move in the next six months to a year. The most common reason for seeking new employment is dissatisfaction with perceived future opportunities, cited by 39%, followed closely by 33% who are unhappy with their salary and benefits package. Whether these statistics indicate a workforce perpetually seeking greener pastures or merely reflect the current turbulent economic conditions remains to be seen.

Employer attitudes are evolving – but some hesitation remains

Our survey finds that 42% of employers would be less likely to hire an applicant who had changed jobs frequently throughout their career. Meanwhile, 37% say it would have no impact, 17% are unsure and 4% would be more likely to hire them.

For hiring managers in the under 30s category, however, the proportion who would be less likely to hire a job hopper falls to 35%, while the figures for having no impact and being more likely to hire a job hopper rise to 43% and 6%, respectively. Attitudes around job hopping are evolving and as an ever-growing number of the younger generations get promoted into management level positions, they will bring these attitudes into their hiring decisions.

The pros and cons of job hopping for professionals

Job hopping can lead to faster career progression, as professionals can gain diverse experiences and skills, and they often receive more substantial pay rises, helping to increase their earning potential. Another advantage is the opportunity to build a larger professional network, which can be beneficial for future career opportunities.

However, there are some drawbacks that should be considered. Building strong, long-term relationships with colleagues can be challenging when frequently moving between jobs, while the continuous cycle of job searching, interviewing and adapting to new environments can be exhausting and lead to burnout. What’s more, employers may perceive frequent job changes as a lack of commitment or loyalty to the company, which can impact hiring decisions. Job hoppers can mitigate this by explaining their reasons behind their shorter tenures and how they have a more extensive skillset to bring to the table as a result. However, this tactic requires an applicant to be invited for an interview first – and the reality is that some hiring managers might always view job hopping as a red flag and these candidates won’t make it to the interview stage, no matter how relevant the person’s skillset.

Employers shouldn’t instantly reject jumpy CVs

With the overwhelming majority (94%) of employers having faced skills shortages over the past six months, according to our survey, employers should be wary of immediately throwing job hoppers into the rejected pile. As the talent pool of long tenure employees is shrinking, with the newest members of the workforce planning on moving more frequently and a large proportion of employees across all ages planning to change roles in the coming year, employers could risk missing out on top talent if they immediately cut off a chunk of applicants.

Instead, hiring managers should assess if an applicant has a suitable skillset for the role, even if their CV is somewhat jumpy, as these concerns can be addressed during the interview. At this stage, it will be easier to make an informed decision about whether they have made sensible career decisions, or if they’re using a job as a quick pitstop until a better opportunity comes around.

Job hopping: key takeaways

Job hopping has evidently grown in popularity and isn’t viewed in such a negative light as it once was, but only time will tell just how much attitudes, as well as its prevalence, will continue to evolve. What is clear, however, is that both employers and employees should avoid going to the extremes of job hopping – whether that be changing jobs every year for the sake of it or immediately discounting candidates due to them having a somewhat jumpy CV. Instead, making informed and sensible career and hiring decisions is the key to success.

For more insights into the latest trends impacting the world of work, including job hopping, hiring plans and hybrid working, take a look at our Employment Trends – 2025 Spring Update survey.