In the past, a resume gap was seen as a negative by potential employers. However, this should not be a barrier to employment. Given the recent pandemic and uncertain job market, many qualified candidates may have a gap in their resumes. There are a few things to keep in mind when assessing a candidate who has an employment history gap.
Evaluate All Skills and Experience
It is more productive to focus on an individual's previous experience, rather than why they have not been working. Is relevant to the job? Do they demonstrate they are able to learn new things? Did they advance during their last stint in the workplace? Did they volunteer their time during their period of unemployment? If so, what?
Be Open-Minded
Someone who has been out of the workplace for a while may be a significant hidden source of talent. They're eager to learn, excited about the opportunity, and typically want to excel. Be open-minded to match their skills with the job.
Know What Are Red Flags
However, not every resume gap is created equal. There may be some cases where time out of the workforce could be a red flag. For example, if they say they didn't need or don't want to work, it's a good idea to ask why they're looking for a job right now. You can also look for behavior patterns that may indicate someone is a job hopper, such as starting multiple jobs and then leaving after a very short period.
Ask About the Gaps
It's okay to ask questions! There are so many reasons someone may have been out of work. It might be for medical reasons, to take care of children or other family members. They could have even gone to school. If that's the case, ask why they chose to return and what they hoped to gain from the experience. Keep in mind to avoid questions prohibited by anti-discrimination laws, such as questions about pregnancy, disabilities, gender, or family status.
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