Job-hopping can really raise wages, but resignation is risky and job-hopping needs to be cautious.

Recruitment in the labor market is a typical "information asymmetry" market, and it is the interviewer's main purpose to judge whether the candidate has the corresponding working ability.

According to "information economics", your education background and working hours belong to "public information", and your professional ability, personal quality and personality belong to "private information".

In the case of asymmetric information, the best way for employers is to trust only "public information" and not "private information".

The economic model "inferior labor" has a principle: in a company, the most capable person is the easiest to quit, and the least capable person is the easiest to be fired, but job-hopping and dismissal are indistinguishable "private information".

After hearing this, an HR friend commented: "In our eyes, a person who frequently changes jobs is actually a reduction. If a person can only get a raise by jumping ship, it is actually a failure. People who do well in a company often gain more than those who frequently change jobs. "

In addition, your job-hopping needs to bear some opportunity costs, such as missing the golden period of development, missing the platform, giving up previous experience accumulation, and even shrinking your salary after job-hopping ...

Job-hopping can raise your salary, but if you want to get a high salary of 500 or 1000 by constantly job-hopping, your career will get narrower and narrower.