Last month we posted on LinkedIn about career gaps. And wow, we clearly hit a nerve. We got so many messages about it, from both job searchers and from hiring managers. So let’s talk about job gaps, jumpiness and stagnant career paths on resumes from all angles!
Many years ago (ok maybe just like 7-10 years ago), there were a couple of red flags every recruiter and hiring manager was trained to look for….
🚩 Is there a gap on their resume (aka they weren’t working)?
🚩 Have they changed jobs in less than two years?
🚩 Have they been at the same level for more than 3-5 years (especially people earlier in their careers)?
People saw those candidates as unreliable, low performers and risky hires. And employees knew that, so they stayed in jobs longer than they should have (Karen was one of them!). But so much has changed, especially after the rocky last four years. There is an openness to the non traditional career path, but you have to help tell that story upfront.
So here is some advice if you are in any of those positions and thinking about career gaps, jumpiness or unique career paths…
Candidates – Do the work for the recruiter. Note that you were part of a layoff. List that you purposefully took time off in-between jobs. Share how you have engaged in your industry during the break. Tell the story you want to tell, don’t let them create it for you (because it is never as positive as you want) and be ready with a confident answer when asked about it in your interview.
Managers & Recruiters – Assume good intent. Remember what today’s world is like. People are recognizing more and more that their careers aren’t everything. They are important and people will give it 100%, but maybe not 125% and that’s ok. Craft questions that help you feel confident in that break, job change, or lack of progression. But then be open to the stories the candidates tell.
HR & Leaders – Have the conversations. Talk to your managers about how to talk to their team members about what is important to them in their careers and life and how you can support them. Train your interviewers how to ask the right questions and assess the answers that will bring the right people onboard. A company lives or dies on having the right people on the team at the right time.
We all want to be successful. But instead of judging someone before we hear their story, let’s give people a chance to build the life (and career) that is right for them and recognize the value that can bring to our organization. And instead of being afraid of what others will think, let’s own our decisions and lead with confidence in our stories.