case studies

Moonlighting : The new norm

The term moonlighting has been around for quite a while, but due to the current economic challenges, many people are starting to use it to describe themselves.

Presently, many Americans are working two or even three jobs to survive. Moonlighting means taking up multiple jobs or other assignments that are not part of one’s primary job. The Covid-19 pandemic is believed to be what gave rise to moonlight, and it is gradually becoming a norm today. Moonlighting can create fatigued, absent-minded employees and pose conflict-of-interest issues, liability risks, and even legal risks. But employees are willing to take the chance to get a second job.


According to reports, moonlighting employees give the following reasons for their actions.

• To have more spending power.

• To offset debts

• To fight boredom

• To increase their savings/investments

• To get more work experience

• To follow their passion Most of these reasons are legitimate and should be respected.

But no matter how honest they are, we can’t deny that moonlighting can negatively affect employees’ productivity.



Moonlighting situations sometimes work well for the employee and their employers. But sometimes, it doesn’t work out well, and implementing a moonlighting policy for a business will be the best chance to get the best out of employees. The following are ways moonlighting effects employees’ output.

  • Fatigue: Due to the nature of their second job, most moonlighting employees end up too tired to perform their regular duties.
  • Hours: Workers who work on an hourly basis may be less available for their work hours because their additional work may limit their time.
  • Distraction: The responsibilities associated with their second job may distract moonlighting employees while working on their primary job.
  • Conflict of interest: Cases of conflict of interest sometimes arise between the employees’ primary and second jobs.



We can’t deny that employers are affected by moonlighting employees; the factors listed above can affect work performance and productivity and ultimately affect the employers.

Employers are faced with an ever-increasing challenge of employees taking multiple jobs. Most employers are constantly wondering what they can do to ensure their employees do their best in their primary job. 

Employers are wary of moonlighting because of its impact on the business, its clients, business partners, and other stakeholders. 



Moonlighting employees can be easily spotted by some typical signs they display. It is necessary to check for these signs and investigate appropriately if necessary.

  • Increase in work-from-home requests.

Offering employees flexible work time is a good way of encouraging loyal and trustworthy employees. But it can be challenging if employers can’t track the employee’s work, suppose they’re not getting the work done at home. They could be using the opportunity to work for another job. 

  • Leaving The Office Unannounced

Moonlighting employees often struggle to manage multiple jobs without any being affected. However, with time their second job may interfere with their primary job. If you find an employee always leaving the office unannounced and taking long calls, it could indicate that they’re dealing with problems related to their other job.

  • Prolonged off-site meetings

It is usual for meetings to be held outside of the office, and many employees spend a reasonable amount of time away with clients at different places. However, ensure you check for minutes of the meeting and feedback. If you don’t get this, it could signify that you’re dealing with a moonlighting employee.



Moonlighting can be a very tricky situation for employers and employees and can severely impact any organisation. Employers can best tackle the effect of moonlighting by Implementing strong moonlighting policies that clearly define their expectations for employees. 

case studies

Employers vs Job-Hoppers.

Job-hopping is the practice of having many jobs in a relatively short time. It involves switching jobs or moving from one company to another to get the best job to meet specific standards.


 A Job-hopper is a person who jumps or hops from one job to another and has short spells with many employers. Often, those short spells are between one to two years at each position, but some people classify Job-hoppers as persons who spend at most four years on a job.


Putting that in view, per the US Bureau of Labor Statistics, presently, the average number of years employees stay with their employer is 4.1 years. 


Job-hoppers have no real reason to leave their jobs and look for new ones. People who leave their jobs because of circumstances they can’t control, like the cost 

reductions or being sacked aren’t job-hoppers. Real Job-hoppers leave their switch.



  • Greed for Higher salary: One of the primary reasons Job-hoppers jump from one job to another is the desire for a higher salary. Moving from one position to another usually comes with an increase in pay as part of the contract. Many people prefer to change their job instead of waiting for a raise or bonus from their employer. 
  • Better workplace: Some employees are unsatisfied with a particular job’s direction, so they jump into another job with a better career path. Others switch because they find out they don’t like the job or are not culturally fit with the company they work with.
  • Less Work Pressure: Work-life balance has been a battle for most people. Most employees who switch jobs do so because they want to work at a company with less work pressure – a place where work isn’t defined by being in the office almost daily. They want the liberty to work from home, the chance to travel, or even unlimited time off.



  • Forego customers: Companies sometimes lose customers as a result of employees quitting. These customers were probably brought to the company by these employees. 
  • Pressure built up on existing team members: When an employee quits their job unexpectedly, the workload and duties of these employees would have to be shared among the remaining team members until a qualified person is hired and groomed to take their place. This whole process usually takes weeks. 
  • Untimely payment from customers When an employee who is supposed to deliver goods and services to customers suddenly quits, the delivery is put on hold for a little while, and so also the customer’s payment.


Job hopping makes life difficult for recruiters in many ways. The cost of employing a Job-hopper is not worth the short-term value they add to the company. 

Employers and Recruiters don’t want to go through the tedious process of hiring a person, training them to get them up and running, only to lose them when they have begun to be productive to the company.



Job-hopping is catastrophic to any organisation. What’s more disappointing for an employer than losing a talented employee loyal to the company for many years? 


Job openings keep recruiters on their toes.

In addition to the sheer number of job postings that arrive directly on human resources officers’ desks or computers daily, finding qualified candidates for every position requires a demanding hiring process. Most job openings are now found online, allowing hundreds of applicants to apply. All of these must be sorted through by recruiters. Additionally, recruiters might be unable to find five suitable candidates out of those tens of hundreds.     

A staggering number of start-up companies are springing up every day. It’s bad news and good news for recruiters as they have to identify and select the ideal applicants for each job opening, some of which are not even conventional job openings but the latest and distinct jobs.   

Recruiters deal with numerous difficulties.   

• The first one is finding the best prospects. 

Finding the best candidates for the advertised position is a common challenge for Recruiters. Application screening takes time, primarily if an HR officer reviews hundreds of applications or hires for several roles.   

• Another one is creating a productive workflow.   

Globally, many recruiters experience occasional overwhelm due to the enormous number of applicants they must screen and sift through to identify the right one. At best, this approach is taxing. One method to guarantee a successful and effective hiring process for companies and employees is an easy, structured recruitment procedure.   

• Choosing the best candidate   

A candidate’s qualifications for a job go beyond their education, training, and certifications. The role of luck is still up for debate. Recruiters must consider candidates’ enthusiasm for their industry and the organisation’s goals. Choosing the wrong candidate could affect future revenue, corporate productivity, and employee relations, among other things.   

• Candidates are accepting proposals from many businesses.   

Another thing that recruiters should consider, especially for top applicants, is the possibility that those individuals might have received offers from other organisations besides their own. Offers that may or may not be superior. They might even have plans to use one offer as leverage to obtain a better salary and benefits from another.    

• If an applicant has three active applications, they receive an offer from the least appealing one before the other two. They would probably gently request that the recruiter can allow them to consider their offer for a week or two.   • As regards companies candidates are waiting to hear from, they might prod the recruiter gently to expedite the process. This can be interpreted as demonstrating a keen interest in the company and showcasing their desirability as a candidate. • Additionally, timing is crucial if an applicant wants to be open with potential recruiters about their various offers. A premature statement could come off as playing “hard to get.” Feelings of betrayal or second-choice may result from being transparent at the last hour.    In conclusion, staffing any company is arduous, and the business’s success or the likelihood of getting off the ground depends on the type of staff recruited into the company. Every recruiter should consider the importance of recruiting the right people for the correct positions.


Why Are Candidates Switching Jobs Frequently?

There have been and will be ongoing shifts in the recruiting landscape. In the post-pandemic era, workers seek a more comprehensive range of perks and a competitive income. In this age of rapid technological advancement, recruiters need to stay up. 

A better work-life balance is desired by those who must juggle work and personal responsibilities. Many people could take advantage of working from home on more accommodating schedules because of the mandatory quarantines imposed during pandemics. 

For many employees, the idea of making a job shift is fuelled by the realisation that their present managers aren’t cutting it and aren’t appreciating the value their employees bring to the table. According to a recent poll by the market research company PlanBeyond, one of the top reasons individuals leave is because they feel underappreciated. 

The Great Resignation Will Continue in Slow Growth Job Market CNBC Report said that the massive shift in how workers feel about their jobs, which led to many resignations last year, shows no signs of stopping. Names like “Great Resignation,” “Great Reshuffle,” and “Great Reimagine” all apply to this current trend. Researchers think people will still change jobs a lot in 2022, even though job titles are becoming more creative. These past two years have forced many of us to reevaluate how and where we want to live and what we want to devote our valuable time to every day. Many individuals are rethinking their ideas about what constitutes professional success. 

When more than 47 million individuals left their jobs in 2021, that’s more than the whole population of Spain, and it wasn’t all because of wrath going or the necessity to stay home with kids. According to a study by Pew Research, over half of all working people who left their jobs that year did so to make a complete career shift. Many people had spoken about their own “epiphany moments,” or the moments when they realised they needed to make a dramatic change in their lives due to the pandemic conditions. For example, many dentists have switched to the beauty industry, and many successful playwrights have switched to educational policymaking.

 Will Changing Your Job Frequently Risk Your Resume? Is a candidate’s history of job hopping a red flag? According to Relay Payments’ chief people officer, Amy Zimmerman, job hopping is “more accepted than ever,” but a transition after less than a year is still “too rapid.” Numerous unfavourable indications are broadcast. First and foremost, your lack of dedication. Second, you aren’t persistent. It teaches me that when things get rough, the tough get moving. 

According to Zimmerman, the optimal frequency for job hopping is every two to three years; this demonstrates to employers that the applicant can “make a commitment and keep it.” While 18 months is the very least, three to five years is “great,” according to Jaya Dass, managing director of Randstad in Singapore and Malaysia.