The pros and cons of job-hopping are often discussed in recruitment and HR circles. Changing employers can certainly keep employees up to date, and will often mean that they progress more quickly up the career ladder than staying in the same place. In tech and marketing businesses, staying fresh and innovation are likely to be the priority and are assumed to go correlate with job movement.

On the other hand, having itchy feet can demontrate a lack of loyalty and reluctance on the part of the employer to invest in development (if you are assumed to be moving on in the short/medium term).

So, should job-hopping be the new norm?  Clearly this will differ between organisations and sectors. What is important is to ensure that your talent management and benefit structure both reward the qualities and behaviour that are key to your business.

Even if change is valued by your business, care should be taken not to fixate on the length of service with one employer as the only indicator of a willingness to adapt. Particularly in larger organisations, employees have often held different roles and undertaken secondments (nowadays often working abroad as global mobility increases).

Whatever your mindset, holding pre-conceived ideas or stereotypes about job-hopping, skills or loyalty may mean that you miss out on talent. By being open minded and getting to know a candidate and their personal experiences, you will hopefully avoid any unconscious bias and make the right choice for your business.