Job-hopping: pros and cons

Finding a job that aligns with one’s skills, qualifications, commute, salary, benefits, and working environment, with the intention of long-term commitment, is always a goal for employees. However, many workers, especially younger ones, still prefer to job-hop, even when their current positions offer competitive compensation and benefits.

Contract manufacturing at a facility in Trang Dai ward, Dong Nai province, struggles with labor shortages as many workers job-hop. Photo courtesy of D. PHU

“Job-hopping” refers to employees leaving their current jobs to join other companies. Various factors drive this behavior, including dissatisfaction with the current job, a desire for better career opportunities, higher wages, improved working conditions, or simply a reluctance to stay in one place for too long.

1001 reasons for job-hopping

Nguyen Van Trinh, a job placement agent based in Trang Dai ward, Dong Nai province, shared that most of those seeking employment through his agency are young people. They include recent university graduates, high school leavers, and unskilled migrant workers from other provinces. Through interviews and conversations with individuals who frequently job-hop, common reasons cited include mismatches between assigned jobs and personal interests, long commuting distances, less attractive compensation compared to other companies, or conflicts with supervisors or colleagues.

While these reasons may appear reasonable, Trinh noted that the underlying issues often go unspoken. These include a lack of perseverance during the initial probation period, an overestimation of one’s skills compared to the actual job requirements, a tendency to always look for greener pastures, or approaching work merely as a short-term experience rather than a path toward earning a stable income, finding a suitable long-term position, career advancement, or improving skills and expertise.

With an unstable mindset, it is difficult to predict how successful young workers will be in their new roles. If they continue job-hopping regardless of the reasons or their actual capabilities, they may soon find it increasingly difficult to secure better opportunities. This challenge could hinder their chances of attaining stable employment and career growth, unlike their peers who stay committed,” Trinh observed.

After several years of frequent job-hopping, N.B.K., a resident of Bien Hoa ward, expressed regret as he witnessed his peers steadily climb the career ladder, enjoying job security, solid positions, and competitive salaries at companies he had previously left. Meanwhile, he continues to struggle to find a job matching his qualifications, and he has had to temporarily work as a food delivery driver while waiting for a suitable opportunity.

Similarly, H.Q.H. from Dong Xoai ward admitted that youthful inexperience, overconfidence in his own abilities, and a lack of persistence had made it difficult for him to stay with any one employer for a long time. Despite having university classmates working in human resources roles at major companies with monthly salaries exceeding 25 million VND, he remains reluctant to settle. According to H., such positions often come with performance-based requirements, including sales targets, team coordination responsibilities, and market expansion objectives. Failing to meet these demands usually results in salary deductions, loss of bonuses, or even termination, which in turn prompts more job-hopping.

Gains and losses of job-hopping

Job-hopping is a common mindset among young workers. For some, changing jobs leads to success, as they manage to secure positions that better match their abilities, allow them to realize their potential, offer higher and more stable incomes, and provide greater opportunities for advancement compared to their previous roles.

However, for others, frequent job-hopping, especially when driven by trends, habit, or lack of clear direction, can lead to job instability, fluctuating income, or even extended periods of unemployment. In many cases, these individuals find it harder to secure employment than their peers who are just entering the workforce.

Moreover, job-hopping is often accompanied by the unilateral termination of labor contracts. This can result in the loss of year-end bonuses, disrupted social insurance contributions, and a lack of continuity in employment benefits.

"When the job is clearly worth pursuing and the worker has solid skills, it's important for employees to reassess their work attitude. Frequent job-hopping without a clear goal can expose them to numerous disadvantages and risks."

 Lawyer Nguyen Thi Hong, Dong Nai Provincial Bar Association

According to Lawyer Nguyen Thi Hong of the Dong Nai Provincial Bar Association, employees who engage in job-hopping by unilaterally terminating their labor contracts in violation of the law may face several legal consequences. These include losing their entitlement to severance pay, being required to compensate the employer with half a month's salary based on the contract, paying an additional amount equivalent to the wages for the notice period they failed to observe, and reimbursing training costs if they received vocational training during their employment.

Frequent job-hopping not only disrupts business operations but also leads to a shortage of skilled labor and increases costs associated with recruiting and training new employees. For the workers themselves, changing jobs too often makes it more challenging to secure new employment or be entrusted with responsibilities if they return to a former company. As both sides stand to lose in such situations, many businesses have implemented periodic salary increases, typically every six months, as a strategy to retain young workers. This undertaking allows employees time to consider whether to remain with the company until the next pay raise or leave to start anew elsewhere.

Cao Van Phat, a resident of Phuoc Long ward, Dong Nai province

Cao Van Phat, a retiree living in Phuoc Long ward, Dong Nai province, shared his experience: “During my years overseeing the human resources department at a private enterprise, I maintained an open-minded attitude toward young workers who changed jobs frequently. However, when it came to recruitment, the company rarely placed high expectations on candidates whose resumes showed a pattern of job-hopping. They were generally not considered for important or sensitive positions.”

By Doan Phu - Translated by Hong Van, Minho