The rise of a new group who are always looking for the next job opportunity can make retention more challenging, according to according to a new report by ManpowerGroup Solutions.

The survey found more than one-third of employees, 37%, are always searching for their next job opportunity. Twenty-nine percent of these continuous candidates applied to between three and nine jobs in the last six months; 12% applied to more than 15 jobs during the previous six months — almost three times as many as their non-continuous counterparts.

The prevalence of continuous candidates in Mexico and the US far exceeds the global average, with 50% and 41% respectively agreeing with the statement, “I am always looking for the next job opportunity."

Compensation ranked as the top reason candidates look for a new position at 33%.

“Looking at millennials and Gen Y, our research shows that it is the older millennials — with more work experience — who are most likely to be habitually looking for jobs,” said Kate Donovan, senior VP of ManpowerGroup Solutions and global RPO president. “In organizations where employers are not meeting their candidates’ expectations or aspirations for advancement, that is where individuals will be more likely to always be looking out for their next opportunity.”

The report provides nine tips for companies to retain existing talent and better screen for prospective employees in today's world of continuous candidates, some of which include:

1. Speak fluent advancement: Hiring managers must be able to proactively articulate the opportunities for advancement to candidates, as career pathways are an increasingly important component of the employer value proposition.
2. Foster “learnability”: Continuous candidates want continuous education, so learnability — the desire and ability to quickly grow and adapt one’s skills to remain employable — is important.
3. Mentor, mentor, mentor: Skill acquisition, regular feedback, teamwork and exposure to successful role models strengthen the bond between an employee and the company they work for.

“Companies need to create a culture that people don’t want to leave — branding and trust are critical components of this,” said Sarah Peiker, head of RPO practice, ManpowerGroup Solutions Europe. “Employers are going to have to become an employer of choice.”

The survey included 4,479 job seekers representing a cross section of ages, incomes, career levels and industries; 28% of respondents were from the US.