Most people in the workforce have experienced a “quick stop” at some point in their work history. Candidates are often advised to leave these experiences off of their résumés for fear of being labeled a “job hopper” and overlooked for new opportunities. But it’s actually important for candidates to include these brief stays on their résumés—and for employers to avoid passing over a talented candidate simply because of a short-lived career move.

Short Stints Are Not a Deal-Breaker

The truth is that even for highly skilled, career-oriented professionals, life happens. For example, family illnesses or personal emergencies can force employees to relocate, or limit their ability to travel for work. In other cases, candidates go through a hiring process and accept a job, only to find out that the position is completely different than what they were told it would be. For instance, a candidate might be hired to do local work, but as soon as he reports to his new employer, he finds himself on the road and away from his family four nights a week. That employee might opt to pursue new opportunities with a company that would stand behind its word, so while it might appear at first glance that he jumped ship too soon, his reasoning was solid.

Other reasons for making a quick job change might include a bad culture fit, which can be very difficult to gauge during the hiring process. Or a company could lose projects they expected to win, leaving the eager new employee with the option to either sit on the bench or move on. Many construction workers have a run of job changes on their résumés throughout the recession years when layoffs were commonplace and candidates were accepting any available jobs to stay employed.

When promises are broken or circumstances change, smart employees often cut their losses and pursue a better long-term fit. As long as a candidate can explain the reasons for a short tenure with a company, those experiences should not be a barrier to future employment opportunities.

Let Bygones Be Bygones

Of course, not all employees leave their jobs for well-thought-out, mature reasons—especially early on in their careers. Many people have made career decisions they regret, whether it was leaving a job because they thought they were ready for a promotion or jumping ship over a minor conflict with a manager or co-worker. As workers grow and mature in their careers, they get a better grasp on how to work through the inevitable challenges that arise in any job.

So even if a prospective candidate made ill-advised job changes early on, it doesn’t mean they’re likely to do the same thing at this stage in their career. People who have been guilty of “job hopping” in the past are still worth interviewing; they probably learned a great deal from their experiences. The best thing a manager can do is meet with them and give them a chance to explain their movements and demonstrate their commitment to career stability from this point on.

Honesty is the Best Policy

Some employment experts recommend editing short stints out of a résumé to safeguard against negative first impressions. But there are complications with this approach. If a recruiter or prospective employer discovers during the reference checks or vetting process that a candidate has left off parts of their work history, that dishonesty can reflect poorly on the candidate. Having a short tenure with a previous company may not make a negative impression on a discerning employer, but lying during the hiring process most definitely will.

Construction is a small world, and information travels fast, so it's best to be thorough and honest when listing out previous employers and be prepared to explain any short stays. In this candidate-tight market, employers should value candidates who exhibit a strong sense of integrity by openly discussing their full work histories, rather than considering any blips on the radar to be a red flag.

As competition for excellent candidates continues, employers should be open-minded and understanding about work histories that include short stints. There are many valid reasons for leaving a job after a brief time. As long as a candidate is honest and direct about their work history and can explain their job changes, companies should be willing to move past quick stops and focus on what really matters: skills, work ethic and proper motivation.