Before you think I have gone totally mad, suggesting you should start hiring job hoppers, check out this new data from the US Bureau of Labor Statistics. The average worker today will stay in a job for 4.4 years. It gets worse.  The tenure of the youngest employees entering the work force is predicted to be only 2.2 years per job.

Some 91% of the Gen-Y millennials, born between 1977 and 1997, say they plan to stay in a job for less than three years. It means they will have up to 20 jobs spanning a career. This research comes from Future Workplace, a company which assists organisations in rethinking the future of corporate learning and talent management strategies.

By the way, job hopping is the practice of changing jobs frequently, especially as a means of quick financial gain or career advancement.

You can of course ignore or hide from the obvious signs that the world out there is changing, that the staff you hire have other values than we have ever seen before. You can continue to hide your head in the sand (alludes to the ostrich syndrome).

Let me ask you this Mr CEO: are you prepared to commit and guarantee that your company will employ a person up to his or her age of 67? Thought so! Why should this individual then commit to staying with you their whole career?

Many young employees saw what happened to their parents when laid off because of economic instability and irrespective of loyalty for how many years. No wonder that our new generations have become selfish, mature, realistic, and defensive when it comes to their own careers.

Enough has been said why job hoppers is the least wanted group of people you want to hire. Who does not worry about becoming the next sucker of a hit-and-run job hopper? It has always been considered the kiss of death if you were crazy enough to employ the perceived unstable job hopper. But you know what, we will increasingly find ourselves between a rock and a hard place, between the devil and the deep blue sea, when left with the unpleasant dilemma to choose between the undesirable job hopper or not filling the vacancy.

Here are five good reasons why you should not hesitate to hire job hoppers - but rather welcome what they bring to the table and your organisation. Here’s a summary of the pro of hiring job hoppers as presented by Forbes’ writer Jacquelyn Smith.

Diverse professional experience: A job hopper brings experience from a number of industries and size of companies as well as exposure to a variety of challenges.

Access to more information and resources. Skill sets necessary to keep up with the constant changes must be diverse and dynamic. In most cases, the environment necessary to foster this growth cannot be found with a single employer. By working in many different environments the job hopper gains access to different resources.

Exposure to new businesses and people: A job hopper will get to see ways how others are going about their business whilst at the same time building their network with a new pool of business people.

Access to large resourceful network. While networking used to be important, today it is vital in a competitive market. Different employers provide access to different networks in which a job hopper can plant roots and farm relationships.

An opportunity to show off some of your best attributes. Job hopping allows the job hopper to show employers flexibility, adaptability and quick learning. That someone is not afraid of change and risks. Many companies are keen on hiring these attributes.