????如今就業市場依舊一片低迷，求職者人數往往多于職位空缺數，因此，雇主在篩選求職者的時候，很容易會將那些在十年內更換過五次工作的簡歷排除在外。

????在心理學中，有一條眾所周知的真理：用過去的行為預測未來的行為是最有效的方法，所以，一個頻繁跳槽的人，又怎么可能長期留在一個地方呢？

????不見得。

????明尼蘇達大學（University of Minnesota）心理學教授克里斯托弗?萊克和鮑林格林大學（Bowling Green University）心理學教授斯科特?海爾豪斯對頻繁跳槽的人進行了研究。他們發現，頻繁跳槽的人有所差別。他們將這些人分為兩組，分別是“逃避驅動型”和“進步驅動型”。萊克聲稱，前者“易沖動，缺乏毅力，常常沉浸于負面情緒。”相反，進步驅動型“能夠自我指導，有取得成績的強烈驅動力。這些人會積極尋找不同的責任和工作經驗”——而他們可能正是你要尋找的新員工。

????問題在于，這兩類人表面上看起來非常類似。因此招聘經理往往認為，凡是頻繁跳槽的求職者都屬于逃避驅動型。

????區分兩者唯一的方式是：面試時，向他們提出正確的問題。萊克和海爾豪斯對來自各行各業每兩年更換一次工作的500名員工進行了調查。兩人將受訪者的就業歷史進行對比，并評估了他們整體的工作態度，“包括問他們認同或不認同有關職業的一系列觀點。面試官不可能這么做——但他們可以問一些試探性的問題，弄清楚求職者離開上一份工作的真實原因，”萊克說道。

????要確認逃避驅動型頻繁跳槽者，萊克建議：“要求面試者舉一個他或她在挑戰性超出預期的艱難情況下，依舊堅持下來并實現目標的例子。”進步驅動型求職者通常能夠舉出許多例子，而逃避驅動型卻很可能連一個都想不出。

????此外，萊克建議，面試官應該從另外一個角度看待那些列出了多個之前崗位的簡歷。他說，“求職者每一次跳槽是否都取得了進步？是否每一份新工作都是為了更多的責任和更好的職務？逃避驅動型求職者會做出許多橫向移動，而進步驅動型求職者的履歷則顯示出明顯的上升趨勢。”

????萊克補充道，在招聘進步驅動型頻繁跳槽者時，唯一需要注意的是：由于這類求職者到目前為止一直在尋找更大、更好的工作機會，因此，你的公司和職務空缺是否真的適合他或她？如果你能提供的職業道路，在未來可能會涌現更寬廣、更有趣的機會，那么你的公司或許將是該類“職場浪子”的真正歸宿。（財富中文網）

????翻譯：劉進龍/汪皓

????In a job market still struggling to recover from the doldrums, applicants often outnumber openings, so it’s tempting to narrow the field by turning thumbs down on anyone whose resume lists, say, five job changes in a decade.

????It’s a psychological truism that the best predictor of future behavior is past behavior, so people with a history of job hopping probably won’t stay anywhere for long—right?

????Not necessarily.

????When Christopher Lake, who teaches psychology at the University of Minnesota, and co-researcher Scott Highhouse, a psychology professor at Bowling Green University, got together to study people who change employers frequently, they found that job hoppers are not all alike.They identified two main groups, which they call “escape-driven” and “advancement-driven.” The former “tend to be impulsive and lack persistence, and are often fixated on negative emotions,” says Lake. By contrast, the advancement-driven group “is self-directed and has a strong drive toward achievement. These are people who actively seek out a variety of responsibilities and work experiences”—and could be the new hires you’re looking for.

????The trouble is that, at a glance, both types look similar. So hiring managers often assume that any applicant with a history of jumping around is escape-driven.

????The only way to tell the difference: Ask the right interview questions. In their research with about 500 employees in various industries who had changed jobs every couple of years, Lake and Highhouse compared people’s employment histories and gauged their overall attitudes toward work, “including asking them to agree or disagree with a long list of statements about careers,” says Lake. “Interviewers aren’t going to do that—but they can certainly ask probing questions about why the candidate left previous employers.”

????One way to identify an escape-driven job hopper, Lake suggests: “Ask him or her to tell you an example of persevering in a difficult situation, one that was more challenging than expected, and accomplishing a goal in spite of that.” An advancement-driven job hopper will usually come up with several instances, while the escape-driven variety may be hard-pressed to think of one.

????Lake also recommends taking a second look at a resume that lists several previous positions. “Did the person advance each time they moved? Look for a trend toward more responsibility and a better title with each new job,” he says. “Escape-driven job hoppers tend to make a lot of lateral moves, while growth-oriented people’s experience shows a clear upward trend.”

????The only caveat when hiring an advancement-driven job hopper, Lake adds: Since this person has sought out bigger and better jobs up until now, is your organization, and the position you’re trying to fill, the right fit? If you’re able to offer a career path leading to broader and more interesting opportunities in the future, he says, a person with a history of job hopping could finally be ready to stick around.