Being unemployed does not equate to being unqualified

Unemployment does not equate to being unqualified because unemployment can result from various factors unrelated to one’s qualifications or skills. It might indicate a person’s refusal to settle for less than their worth rather than a lack of capability. A gap in employment does not reflect one’s value or potential contributions to a new role.

Resume gaps are often viewed negatively due to biases and assumptions. Without context, hiring managers might fill in the blanks with negative assumptions about a candidate’s reliability or commitment, overlooking the legitimate reasons behind these gaps.

Gaps on resumes are often due to personal reasons that the candidate would rather not disclose to a hiring manager or recruiter. Especially if they are irrelevant to their current ability to do the job. Yes, maybe they were laid off, returning to school, or caring for a relative.

But also… Maybe they were being treated for cancer, and the chemo made them too fatigued to work. Maybe they were in a mental health or addiction recovery program that made them into the person they are today but they might be viewed negatively due to societal stigma.

Now, they are in the possibly uncomfortable situation of disclosing medical information to you to be seriously considered for the role. Let’s consider this before we ask about gaps in resumes.

𝐑𝐞𝐬𝐮𝐦𝐞 𝐆𝐚𝐩𝐬 & 𝐒𝐡𝐨𝐫𝐭 𝐓𝐞𝐧𝐮𝐫𝐞𝐬 – 𝐋𝐞𝐭’𝐬 𝐑𝐞𝐟𝐫𝐚𝐦𝐞 𝐭𝐡𝐞 𝐍𝐚𝐫𝐫𝐚𝐭𝐢𝐯𝐞!

I was recently tasked with creating comprehensive training on resume screening and interviewing techniques. Upon reviewing the existing materials, it was evident that a non-recruitment professional had emphasized identifying “red flags” such as resume gaps and short work tenures, often marking candidates with these as “not a good company fit.” I decided it was time for a change.

𝐖𝐡𝐲 𝐝𝐨 𝐫𝐞𝐬𝐮𝐦𝐞 𝐠𝐚𝐩𝐬 𝐚𝐧𝐝 𝐬𝐡𝐨𝐫𝐭 𝐰𝐨𝐫𝐤 𝐭𝐞𝐧𝐮𝐫𝐞𝐬 𝐭𝐞𝐥𝐥 𝐮𝐬 𝐥𝐢𝐭𝐭𝐥𝐞 𝐚𝐛𝐨𝐮𝐭 𝐚 𝐜𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞’𝐬 𝐚𝐛𝐢𝐥𝐢𝐭𝐲 𝐭𝐨 𝐩𝐞𝐫𝐟𝐨𝐫𝐦 𝐚 𝐣𝐨𝐛?

Without context, our biases fill in the blanks with assumptions that often do not reflect the full picture.

𝐑𝐞𝐬𝐮𝐦𝐞 𝐆𝐚𝐩𝐬 can exist for many legitimate reasons:

• Parental leave
• Bereavement
• Chronic illness
• Extended job search after a layoff
• Mental health care
• Educational opportunities

𝐍𝐨𝐧𝐞 𝐨𝐟 𝐭𝐡𝐞𝐬𝐞 𝐫𝐞𝐚𝐬𝐨𝐧𝐬 𝐢𝐧𝐝𝐢𝐜𝐚𝐭𝐞 𝐚 𝐜𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞’𝐬 𝐩𝐨𝐭𝐞𝐧𝐭𝐢𝐚𝐥 𝐩𝐞𝐫𝐟𝐨𝐫𝐦𝐚𝐧𝐜𝐞 𝐢𝐧 𝐚 𝐫𝐨𝐥𝐞.

Yet, using gaps as a screening criterion often unfairly biases decisions and can create uncomfortable interview discussions..

𝐒𝐡𝐨𝐫𝐭 𝐖𝐨𝐫𝐤 𝐓𝐞𝐧𝐮𝐫𝐞𝐬 also occur for numerous reasons:

• Contract work
• Layoffs
• Company closures
• Workplace harassment
• Caregiving responsibilities
• Upskilling opportunities

Before COVID, many hiring managers viewed short tenures negatively, assuming low performance or poor fit. However, the pandemic thrust even long-term employees into a competitive job market, often taking temporary roles while searching for their next career home.

This experience has begun to shift perspectives. Understanding the context behind short tenures can reveal much about a candidate’s motivations and adaptability 𝐛𝐞 𝐩𝐫𝐞𝐩𝐚𝐫𝐞𝐝 𝐟𝐨𝐫 𝐬𝐞𝐧𝐬𝐢𝐭𝐢𝐯𝐞 𝐝𝐢𝐬𝐜𝐮𝐬𝐬𝐢𝐨𝐧𝐬 𝐰𝐡𝐞𝐧 𝐩𝐫𝐨𝐛𝐢𝐧𝐠 𝐢𝐧𝐭𝐨 𝐭𝐡𝐞𝐬𝐞 𝐭𝐫𝐚𝐧𝐬𝐢𝐭𝐢𝐨𝐧𝐬. 𝐈𝐧 𝐬𝐡𝐨𝐫𝐭 – 𝐰𝐞 𝐧𝐞𝐞𝐝 𝐭𝐨 𝐫𝐞𝐟𝐫𝐚𝐦𝐞 𝐨𝐮𝐫 𝐭𝐡𝐢𝐧𝐤𝐢𝐧𝐠.

Instead of relying on outdated methodologies, we should expand our screening techniques to appreciate the human stories behind career paths, emphasizing the skills and experience learned along the way. Let’s put “human” back in human capital. Address employment gaps in resumes, and consider enrolling in courses that help you rebrand and highlight your skills. For example, the LinkedIn course ‘Returning to Work with a Resume Gap’ offers guidance on leveraging your skills and experience, writing your resume and LinkedIn profile, and understanding your motivations for returning to work.