Next Generation Employment Verification Facilitates Stage the Playing Field against Job-Hopping

While job-hopping portrayed as a negative term, its definition may no longer be available in the current economy. Job hopping is defined as when someone who tends to move from company to company and it was not viewed by human resources professional as a positivity since loyalty and longevity were the important values human resources looked for. At present, as our economy are flexible, skilled, and talented workers having many options. Employers are more open to contract work, outsourced work, part-time, and returning employees from maternity leave, which creates the traditional employee extinct.

Such workplace changes have also altered our perception of job-hopping, that resulting in more less of a stigma than within the past. On an average basis, we all spend less time in a job than we used to spend earlier, in fact, the average job duration in the United States is now lesser than 5 years. A drastic shift from the past 30 years attitude of the previous generation of workers. In addition to switching demographics and the rise of a casual workforce, the automation inside businesses has standardized the idea of moving from one particular job to another at a much quicker pace than in the past days. One potential outcome of job-hopping may eventually be the vogue activity, as the workforce may become more and more fluid. In the future, job-hopping may get a new name and the new term will be given to those who choose to live their life experiencing and contributing to different companies instead of focusing on one or a two.

Employers View on Job-Hopping

Employees have a significantly more positive perspective on job-hopping. A recent survey conducted by New England district president of ‘Accountemps’, states that his company acknowledged 42% of workers in the United States thinks job-hopping can facilitate their career. However, HR managers reveal that roughly five job changes in the tenure of 10 years can raise red flags.

One factor that may shape an employer’s view of job-hopping is the truth that a worker who chooses to leave speaks to lost speculation, which is the reason companies lean toward that representative’s wait. It takes a lot of time, resources and effort to find talented and skilled people to do great work, and when the employer finds them, they certainly do not want them to just pass through. Moreover, several short-term jobs for candidates may not be appealing to every employer, some companies appreciate the drive of job-hoppers to constantly grow and build their career, or the craving of past organizations to enlist them.

Benefits of Job-Hopping

According to our expert management, there are many benefits, including the opportunity to gain new skill-set and experiences, which can help advance an employee’s career. Benefits include the ability to take a new position with new responsibilities, and thus learn new skills to add weight to their resumes. This is most important because employees who remain in a single job for an extended period without gaining new skills or responsibilities can become complacent. Working for a long time is great, but not at the expense of building a more diverse skill set.

Moving quickly from job to job serves to quicken the time it takes for career enhancement. The more you increase your exposure to new opportunities, the more you can capitalize on those opportunities for skill-building, growth, and advancements. Compensation is one of the major advantages of job-hopping that this practice can increase a worker’s pay scale or provide an opportunity to gain more prominent responsibility in the workforce.

Competitive Employment Market

In recent years, the U.S. unemployment rate went from 5.3 percent to 4.9 percent, and the number of employed individuals rose by nearly 60 thousand (Bureau of Labor Statistics). Employers rejoice at the economic recovery the U.S. has made since the recession that erased nearly 9 million American jobs less than a decade ago. But from an employer’s view, we need to read between the lines of this data and understand what it means for better hiring practices.

Where many industries are facing significant talent gaps, a positive candidate experience can be between a company getting that new hire or one of their competitors getting the candidate. Candidates often express concern that screening seems like a mysterious behind-the-scene process over which they have no control.

Securecheck360 Next Generation Verification

Securecheck360 has step by step process to transform the screening experience for candidates to make screening easier, faster, and available round the clock. Our next-generation screening services are designed to provide workplace safety, and simultaneously allow you to make informed hiring decisions while minimizing legal exposure.

The next generation of employment verification provides a transparent way for candidates to interact with Securecheck360 to speed up and simplify the screening process. It guides candidates step-by-step through the background check process, enables candidates to supply additional information, view the status in real-time as verifications are completed, and ask any questions directly to Securecheck360. We also help reduce data entry demands on the recruiter or candidate and this way eliminate unnecessary steps or errors by facilitating data controls from the candidate’s social profiles, such as LinkedIn, or by leveraging Securecheck360 with leading HR management and applicant tracking systems.

An applicant center can be employer co-branded so that it provides a consistent recruiting and onboarding experience for candidates. It can also be personalized with welcome videos that help the candidate learn more about the employer and its work culture. It is designed specifically for the mobile user and allows candidates to complete forms and upload photos or scans of documents that may be needed for the background screening, such as scholastic certificates, diplomas, or W-2’s, directly from a phone, mobile device, or a desktop. This capability is especially critical for digital natives and candidates around the world who use mobile as their primary device. Applicant Center includes intelligent design forms and dynamic help to provide extensive support for the candidate throughout the system. Since Applicant Center connects candidates directly with the background screening provider, the recruiter, hiring manager, and HR personnel do not have to manage the ongoing communication, which reduces their workload and improves efficiency, thus speeding up the entire verification process, resulting in faster time to hire rates.

Securecheck360 is a national and global provider of employment background screening solutions for companies across the globe. We help companies address employment background screening challenges by being a single-source solution for helping to detect potential risks in critical areas such as employment screening, extended workforce screening, and institutional admissions. Due to constant shifting in hiring laws and regulations and the ongoing concern of liability, HR leaders are challenged with managing risk and reputation while driving the hiring process with efficiency and accuracy. Our solutions enable our clients to mitigate their hiring risks and make sound and decisive hiring choices.

For more information, call us on 855-955-4777 or visit www.securecheck360.com

Or mail us on info@securecheck360.com

Published: December 19th, 2019

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