Many recruiters and hiring managers see résumé gaps as a big red flag that automatically disqualifies a candidate. But is there any truth to this widespread notion? Times change, and conventional wisdom evolves with them. Here’s why résumé gaps might not be the deal-breaker they once were.
Are Résumé Gaps Actually Bad?
The first thing to keep in mind is that the job market has changed radically over the last 15 years.
Many things that were considered insightful in the past are not so useful as guidelines anymore, and that includes résumé gaps.
We are living in the so-called “gig economy.” Changing jobs often or going through relatively long jobless spells is becoming increasingly commonplace.
With this background in mind, it’s easy to see why résumé gaps are not the huge red flag some people make them to be. What really matters is the reason behind the gap and how the prospective employee deals with it.
What Really Matters About Résumé Gaps
As explained earlier, a résumé gap shouldn’t be in itself a reason to disqualify a candidate. Lying to explain away a gap, on the other hand, is almost always inexcusable.
Hiring a candidate who lies about their resume gap is usually a big no-no and with good reason. Conversely, being truthful and honest about the reason behind the gap is a positive sign.
Inquire about the gap in your prospective employee’s résumé and when possible, double-check the accuracy of their answers.
This information, plus other factors such as qualifications and experience, will help you decide whether to move forward with the candidate or not. Regardless of what you decide in the end, what matters is not allowing an outdated idea to prevent you from hiring a good candidate.
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