Employment gaps in a candidate’s resume have always been perceived as a red flag, but times are changing, and so should this outdated standard. Encountering resume gaps while hiring is enough cause to pause and review the candidate more closely, but it should not be the reason for rejecting a potential recruit for a role. There are many legitimate reasons for resume gaps, from caregiver duties to time off to recover from burnout.
Addressing resume gaps with care is particularly important with the new generation of workers, many of whom believe in self-care journeys and taking micro-retirements to discover themselves. This does not necessarily mean that they are unmotivated or have an outdated understanding of the industry; it just means that they have a different approach to their careers that could still line up with the role they are intent on filling. Candidates with resume gaps may be a perfect fit for your organization despite the break, making it beneficial to learn the art of handling employment gaps without fumbling talent.
It is common to encounter resume gaps while hiring, but turning away a candidate solely for a career break might cause you to lose out on talent. (Image: Pexels)
Let’s Break Down How to Handle Resume Gaps While Hiring
Recruiters and HR professional teams who have spent any amount of time in hiring know that “perfect” candidates aren’t typically found with ease. Most employees have one shortcoming or the other, whether in their skills, communication, qualifications, or years of experience. Still, many candidates make it through the hiring process due to their overall fit with the organization. Eliminating an applicant from the roster based on their resume gaps while hiring can be unfair to the candidate and a loss to the workforce.
“I had to take two years off from work after an accident that had no external effects but left internal scars that prevented me from returning to work. I spent that time brushing up on everything that I was missing out on in terms of experience, but when I tried to return to work, many recruiters told me that a two-year gap left me well behind my peers in such a fast-paced industry. Without being given a chance, how was I to close the gap?” one dismayed job seeker told us recently.
Handling employment gaps with care isn’t just essential in finding a good candidate, but it also helps build skills in empathy that are useful for the rest of the workforce.
How to Approach Candidates with Resume Gaps
Not all career gaps can be measured by the same scale. There are many reasons for resume gaps, many of which stem from situations out of the candidate’s control. Organizations will be tasked with designing their own policies on what career gaps are, and are not, permissible for them, based on which candidates can be evaluated.
Additionally, instead of relying on the gap as the sole measure of the employee’s capabilities, there are other ways to evaluate their potential and ability to keep up with your workforce.
Ask Questions About the Resume Gap
Instead of dismissing candidates solely for having a gap in their resume, try to understand the cause for the gap and how they spent that time.
Look at the Gap in the Context of the Whole Resume
A single gap in employment may not be worrying, but if a candidate has worked for short periods across multiple organizations with recurring gaps in their resume, you may have a better understanding of the candidate.
Check for Signs of Growth During Their Time Away
There are many ways that candidates remain in touch with their profession even when they take a break from work. Understand what they did to maintain their professional capabilities.
Assess How Their Career Gaps May Tie Into Their Work
Even if candidates haven’t done freelance work or spent their time away completing industry-relevant courses, assess what they have learned and taken away that may be of relevance to their job.
Understand Their Motivations for Returning to Work
Job seekers who are passionate about their work are capable of outperforming candidates with no gaps in their employment history. Ask questions to understand their goals and motivations.
Check Their Understanding of the Job They Are Applying For
Candidates who are serious about restarting their careers are likely to put more effort into preparing for their roles. Check whether their understanding of the expectations aligns with the organization, and ask questions about how they intend to make a difference at work.
Set Alternate Tests to Determine Their Fit for the Role
The best strategy for addressing resume gaps while hiring is to test the candidates. Whether through interviews, group discussions, project submissions, portfolio evaluations, or other metrics, it can help to put their skills to the test to reassure yourself that they are ready for the role.
Assess How Much Onboarding Will Be Necessary to Get Them Up-to-Date
All candidates need some degree of onboarding to fit into the organization. Will some minor training during onboarding be sufficient to get them back on track for your workforce?
Candidates with Resume Gaps May Still Have Some Qualities to Offer
Encountering resume gaps while hiring is not unusual, making it all the more important to create a guideline on how you want to approach these little blips. Some roles may require employees with uninterrupted experience, while others may not require as much regulation. Before you get started with hiring, establishing the criteria and clarifying your approach can help with addressing these resume gaps with greater ease.
Smaller gaps may be permissible for some businesses, while larger gaps are also forgivable for others, as long as the candidate appears up-to-date with the latest trends in the industry. Determine what works best for your business. Treat employees with empathy and understanding while also keeping your company policy close at hand, and you should be able to handle resume gaps with ease.
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