Frequently changing jobs

It is very easy for an employer to look at a CV where someone has had three or four jobs in one year and make the natural assumption that they are perhaps not committed or not capable of focusing on the job in hand.  There may be any number of reasons why you have changed jobs so frequently, including simply that you didn’t enjoy the work, but it is important that you try to emphasise what you learnt during this time.  Highlight the diversity of the companies you worked for and, therefore, the variety of skills which you acquired as a result.  Also, make it perfectly clear that you are looking for a permanent role that will utilise your knowledge and experience.

Source : http://www.cvcl.co.uk/job-history-career-future.htm

John asks: I have changed jobs thrice in the last twelve years. In the last job I lasted for a little under two years. When I wanted to leave the last place I couldn’t seem to impress upon prospective new employers that it was fair enough time to learn and move on. Ironically, many of those who interviewed me have themselves switched jobs every 6 or 7 months. Is there a safe minimum period of service before one should consider a switch? Are there double standard in hiring? I am serving my ‘notice period’ with my current employer and will move to a new place by the end of this month.
In answer:
The normal in post period for most jobs would be between 18months and 4 years, to be able to integrate, learn and be productive. There are norms where less is OK, such as in software project work; and there are norm’s where longer would be considered better, such construction project management.
It sounds like you failed to communicate a reason for wanting to change posts and apply for a new opportunity in interview, as opposed to the answer given to you that you had changed jobs too often. In the whole job application process, employers look for skills AND fit – anything that gives them any doubt in either area to resultantly deliver, often leads to an “unsuitable for us” and resultant exclusion from the process.
In an interview, trained HR interviewers focus on the gap between job posts: what were you doing, why did you want to move/change, why do you choose to go where you did? While (1) the manager that is seeking to employ focuses on the skills in job, (2) the HR manager seeks to understand motivation and career management. If you can’t show logical and managed career management, although you may have the best skill set in the world for the job you will be seen by the HR manager as a risked choice, and hence be excluded.
You say in your own profile: Extensive experience in Promoting and Marketing International Education & Qualifications in India. It sounds like a 12months+ time scale before you could see results, and 6 months of planning before that – leaving only 6months fully in post. That’s how an HR manager will see it, and that’s why you need to be able to answer the “why” questioning on moving to the next position.
The only question you have to ask when managing your own career is: what will this result in adding to my CV/Resume, that makes me more employable/more satisfied and higher paid? If you can’t answer that, then when the question does come up don’t be surprised if you don’t get the next “desired” job.

source : http://cv4.biz/changing-jobs-how-frequently-is-too-frequently/