The current employment scenario seems to have a dismal appearance, especially when seen in the light of the economic hurdles that business organizations. In such a situation securing a job is even tougher for those who have a tumultuous employment history and so it is better to understand how recruiters tend to react to such a candidate who can be termed as a frequent job hopper. When an organization appoints someone it expects certain level of performance from that individual, but a job hopper is never able to deliver that performance as it is quite hard for him to sustain in any one job for a long time.
Researches show that an employee who leaves a job before six months can cost the company one and a half times more than his annual salary. In order to recruit an employee a company has to spend money on the recruitment process, training and other recruitment related procedures. So if the employee leaves the job after a few months, the company gets no time to realize the money spent on his training and is thus forced to incur a loss. As a result recruiters do not prefer to employ those who have a history of job hopping.
However, it is true that there may be several valid reasons behind changing jobs frequently and many employers tend to explore these reasons in order to understand the true nature of the employee. Though frequent job change in the past does not necessarily indicate that the employee is essentially a job hoper and that he would retain his behavior in future as well, it still remains a decisive factor in the selection process. However, if someone has already changed a few jobs and that also within a very short time he should try to convince the recruiters that they would not have to lose anything in investing money on him.