How can you effectively handle a candidate with an employment gap?

While interviewing, inquire openly about the candidate's career journey about specific periods in their resume where there are employment gaps. Encourage them to share details about what they were doing during that time. Make a comfortable atmosphere that encourages the candidate to speak up about their experiences. This can aid in building trust and leading to a more honest discussion. It's important to emphasize both the gap and any positive aspects of the candidate's experience during that time. It's best to avoid making judgments or assumptions about the candidate solely based on their employment gap.

Encountering an employment gap in a candidate's journey is not a roadblock; it's an opportunity to redefine potential. At TalentGigs, we believe in a holistic approach. I engage with candidates openly, focusing on their skills, growth during the gap, and the value they bring. It's about understanding the full narrative, turning employment gaps into stepping stones toward future success. Every career has unique chapters; it's our job to ensure each one adds value to the story.

There has to be a fair, balanced and empathetic approach. It's crucial to understand the reason behind the gap, Was it personal circumstances/ career transition/ further education/pandemic/ layoff..? Encourage the candidate to address the gap proactively in their resume or cover letter, highlighting any relevant skills or experiences gained during that time. During the interview, focus on their overall qualifications, achievements, and potential rather than solely dwelling on the gap. Assess their ability to learn & adapt, and ask about any activities or projects they pursued during the gap to gauge their commitment & passion. An evaluation based on their current capabilities and future potential should be enough to handle such candidates.

The career gap in a resume could be for multiple reasons- personal/professional. Few points which makes a cut for hiring such a professional: 1. Understanding the reason for gap. 2. Skill assessment vs requirement 3. Capability assessment vs business challenges 4. Confidence, behavior and attitude 5. Cultural fitment A career gap is not a black spot in the resume, in fact it's a pause which the individual has taken.

Effectively handle candidates with employment gaps by encouraging open communication, emphasizing skills and achievements, and seeking references for insights into work ethic. Evaluate recent work experience, considering values and cultural fit, and allow candidates to address concerns about employment gaps. Approach the situation with empathy, recognizing uniqueness, and focus on potential contributions to the team.

If there’s a gap, it might be none of the (future) employer’s business. Asking can start a conversation that is not valid to assess qualifications for the job. Ask “Is there anything you want me to know about the gap that’s relevant?” And then accept the answer, even if it is “no”.

Often the negative bias toward a major employment gap is rooted in prejudice, patriarchal norms, as well as an able-bodied mindset, all compounded with the commercialism that expects people to embody productivity for the sake of others instead of recognizing that ever changing demand on us as humans and our right to be more than a cog in the machine.

Evaluate skills through practical assessments or work samples, assess qualifications by verifying certifications and degrees, and gauge experience by probing into specific projects and achievements. Use behavioral interviews to understand how candidates apply their skills in real-world scenarios. Consider a combination of technical assessments, reference checks, and situational questions to ensure a comprehensive evaluation.

Perguntas com foco em comportamentos são imprescindíveis em entrevistas! Através dela, conseguimos mais insumos sobre as competências técnicas e comportamentais. Evitar perguntas genéricas com: "o que você faria" e substituir por "me relate uma situação em que você...". Os comportamentos tendem a se repetir, mas é necessário que tenhamos o senso crítico de entender a fundo os comportamentos da pessoa para não entrarmos em achismos. Afinal, apesar da tendência ser de se repetir, ele também pode ser mudado!

Attitude and fit are even more predictive of a successful hire than skills. Through various types of questions you can learn a ton about the individual's attitude and fit: - Does the candidate take responsibility for their choices, or attribute their circumstances to factors beyond their control? - Does the candidate openly acknowledge how their gap may be perceived? Or are they evasive? - Does the candidate offer lessons that they took away from their gap? These are just simple possibilities. A gap really does provide an opportunity to get to know the "person" behind the resume or LinkedIn profile.

Assess attitude through behavioral interview questions, looking for qualities like adaptability, collaboration, and resilience. Evaluate cultural fit by exploring the candidate's values and work preferences, and gauge their enthusiasm for the company and role. Consider team dynamics and how the candidate's personality aligns with your organization's values and mission.

Para avaliar o fit cultural, costumo fazer a seguinte pergunta: "fulano, em relação às empresas que você trabalhou, me conta pelo menos 3 pontos positivos nela e que te motivava a permanecer nele e 3 pontos que você acreditava que não eram bacana e te fazia repensar sobre algumas práticas dela". Essa pergunta eu costumo fazer no final da entrevista, depois de ter feito um rapport com a pessoa e sempre deixo claro que o intuito não é testá-la para saber se fala mal ou não da empresa, e sim saber os pontos que a motivam e a desmotivam. Também peço exemplos para entender o contexto e assim, consigo fazer uma análise para checar se na minha empresa a pessoa terá os pontos que a desmotivavam.

Employment gaps are much more accepted today then they were even ten years ago. As long as there is a reason for the gap that can be properly explained, there is usually not an issue. I just placed someone who had a four year gap between 2015-2019 in a senior executive role. She had taken time off to begin her family. Told the client, they said 'yup, we get it' and it never came up again. Reasons for gaps I see most often are sabbaticals, a sick family member, having children, and taking time off to figure out their next move. I especially see this 'job change gap' with senior execs who received a generous severance in their last role.

Address concerns by acknowledging them openly and providing relevant information or solutions. Listen actively to objections, understand the underlying issues, and respond with empathy. Offer additional details, address misconceptions, or provide examples that alleviate doubts. Ultimately, demonstrate how the candidate's skills and attributes align with the requirements and values of the position and company.

Avoid surprises on all fronts. Being proactive, open and honest with all parties goes a long way to address concerns and objections. Transparency gives all parties the information they need to make informed decisions. Most companies recognize they are hiring human beings, not robots. I've told candidates that if a gap is going to prevent them from being considered for a job, it probably isn't a job they would want anyway.

Gosto sempre de garantir fazer um rapport com as pessoas que entrevisto, para ela se sentir segura e ter a certeza de que meu intuito é conhecê-la melhor. Dito isso, quando tenho alguma dúvida, preocupação ou objeção, eu costumo fazer a pergunta: "Como seria para você...". Um exemplo: entrevistei um desenvolvedor que tinha um desejo de ser arquiteto de software, mas na minha empresa não tinha esse papel, pelo menos a médio prazo. Eu trouxe esse fato para ele e perguntei como seria para ele estar numa empresa que não consegue dar a ele o espaço e papel que ele gostaria de ter em curto/médio prazo e questionei se isso não atrasaria o planejamento de carreira dele.

Communication is key when dealing with a candidate with an employment gap. However, it's also important to address the gap directly. Encourage the candidate to explain the reason for the gap and what they did during that time. Often, candidates may have been upskilling, volunteering, or dealing with personal circumstances. Moreover, always assess the candidate based on their skills and potential rather than the gap. Everyone's career path is unique and non-linear paths can bring diverse perspectives and experiences. So, in addition to communicating the value of the candidate, make sure to address the employment gap directly and focus on their skills and potential.

It is very common to have a gap nowadays. Evaluate, understand the reason behind the gap. Some people have a gap due to studies, taking a break and work transition. Listen to them, see the qualifications and experience. Avoid assumptions and judgements. Respect every individual who comes for the interview. They can be an asset to your organisation. Deal professionally. You don’t need to know in depth the reason behind the gap. If the qualifications, experience and other relevant factors meet the criteria for the job then do proceed with the next step. During the interview you may observe their level of understanding of the job applied, communication skills and confidence level. Assuming and being judgemental-not worth. Be professional.

Consider the candidate's communication skills, problem-solving abilities, and cultural sensitivity. Evaluate their potential for growth and learning by discussing past challenges and how they overcame them. Assess their compatibility with your team's dynamics and the organization's long-term goals. Additionally, gather feedback from multiple interviewers to gain a well-rounded perspective on the candidate's suitability for the role.

If I were helping a client write their resume, I would help them to fill in any gaps they may have and provide an explanation. Proactively listing what they were doing during this time is going to answer many upfront questions. If I am interviewing someone with gaps, I will ask about them, not make any judgments, stay open-minded, and listen to what they say. Many times the reason is completely acceptable and a non-issue. Stay positive and show empathy. Be polite and professional.

Talk. Talk to understand. Find out the why. Keeping in mind what the job outlook is looking like these days, were they affected by covid, a layoff, family issues. I do feel compassion plays a part to an extreme as well.