Employment gaps on a candidate’s resume can often raise concerns for employers. Hiring managers may worry that the candidate lacks the necessary skills or work ethic to stay employed or wonder if the candidate’s gap indicates other issues. However, employment gaps can also result from various factors, such as personal or family obligations, illness, or a career transition. A hiring manager must evaluate a candidate’s qualifications and abilities based on their background, including any employment gaps. Here are some tips on how to evaluate a candidate with employment gaps.
Look beyond the gap
The first thing to do when evaluating a candidate with an employment gap is to look beyond it. Instead, focus on the candidate’s overall qualifications and achievements. Consider their education, skills, work experience, and other relevant factors that can provide insight into their abilities and work ethic.
Ask about the gap
During the interview process, ask the candidate about their employment gap. Find out what caused the gap and how they spent their time. Listen to their response carefully and assess whether they reasonably explain the gap. It’s important to remember that not all employment gaps are created equal. Some gaps may be due to circumstances beyond the candidate’s control, while others may result from poor performance or lack of motivation.
Assess the candidate’s skills and experience.
Look closely at the candidate’s skills and experience to determine whether they fit the job well. Consider whether they have the necessary qualifications to perform the job duties effectively. Look for any relevant experience, such as volunteer work, freelancing, or part-time work, that the candidate may have done during the gap.
Consider the length of the gap.
Evaluate the length of the employment gap to determine its impact on the candidate’s qualifications and abilities. A short gap of a few months is less likely to significantly impact the candidate’s skills and experience than a gap of a year or more. However, it’s essential to consider the reasons for the gap and what the candidate did during that time to determine the impact on their qualifications.
Look for evidence of growth and development.
Consider whether candidates used their employment gap to grow and develop their skills and knowledge. Did they pursue additional education or training, volunteer, or take on other relevant projects during the gap? Look for personal and professional growth evidence indicating the candidate’s motivation and commitment to their career.
In conclusion, evaluating a candidate with an employment gap requires a careful and thoughtful approach. Instead of focusing solely on the gap, consider the candidate’s overall qualifications and abilities. Ask about the gap, assess the candidate’s skills and experience, consider the length of the gap, and look for evidence of growth and development. By taking a comprehensive approach, you can make an informed decision and identify the best candidate for the job.
