HR trends and what they mean: Rapid job hopping

Is job hopping getting out of hand for Gen Z? It turns out that Gen Z is changing jobs at a dramatically higher rate than previous generations, and they’re not slowing down. 

The latest data from LinkedIn has found that they’re switching positions 134% more frequently than they did in 2019. This contrasts sharply with Millennials (24% increase) and Baby Boomers (4% decrease) during the same period. The numbers tell a compelling story: while Baby Boomers typically spent 7.5 years at each employer, Gen Z workers are averaging just one year per company.

This reflects a fundamental shift in how younger generations view career development. Revelio Labs' workforce research found that Gen Z moves through an average of 2.1 industries and 2.2 roles in their first three years of employment — far more than any previous generation at the same career stage.

It turns out that young professionals may be using their early careers to explore different paths, gain diverse experience, and develop varied skill sets rather than climbing a single corporate ladder. As Agata Szczepanek, a career expert at ResumeLab, explains in conversation with HR Dive:

"Job hopping isn't a sign of instability for Gen Z. Instead, it's a strategic way for these workers to diversify skill sets, pursue new challenges, and seek environments that align with their values and ambitions…The top three Gen Z work-related goals cover having a good work-life balance, starting their own business, and achieving success and recognition."

Rapid job hopping among Gen Z represents both a challenge and an opportunity for HR professionals. To adapt to this new workforce reality, HR teams may want to consider the following:

• Rethink traditional career pathways: Rather than focusing solely on retention, create experiences and development opportunities that benefit younger employees even during shorter tenures. Consider implementing "on assignment" models where both parties acknowledge upfront that the relationship might be shorter or shift regularly.

• Design strategic onboarding and knowledge transfer systems: If higher turnover rates become the norm, you should ensure that your organization can quickly bring new employees up to speed while effectively capturing knowledge from departing team members. Focus on documenting processes and creating strong mentorship connections that survive beyond individual departures.

• Create boomerang-friendly cultures: Since many Gen Z workers explore different roles and industries, establish alumni networks and maintain positive relationships with departing employees. Organizations that create good experiences often see former employees return with new skills and perspectives that benefit the business.

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That's all for this week's edition of Personio Pulse: This Week in HR. Check back next week as we continue to dissect the latest trends impacting the ways we work. 

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