The pandemic has changed our world in many ways; the job market is no exception.
With millions of people losing their jobs and many businesses shutting down, the job market has become highly competitive. In such a scenario, recruiters and HR professionals need to adapt their hiring strategies to meet the changing needs of the job market.
Recruiters and HR professionals ask about employment gaps to gain a different perspective about injuries or mental health conditions that could affect how a candidate works.
Here are some questions recruiters and HR professionals often ask about employment gaps:
- Reason for the gap
- What were the candidates’ plans included during the unemployment gap
- What the candidate learned during the gap
- How the candidate handled a challenging situation at work, school, or in a volunteer role
- What challenges caused the event
Recruiters and HR professionals should listen attentively.
Recruiters and HR professionals should always be objective while evaluating the candidate’s answers.
Frequent employment gaps could be a red flag, as they could signify personality issues.
One area where recruiters and HR professionals should change their approach is asking about “stop-gaps in experience” on a candidate’s résumé.
SARs Co-V 2 (COVID-19) has affected all aspects of the job market, including how recruiters and HR professionals approach hiring.
In the past, recruiters have often asked candidates about gaps in their résumé, assuming “stop-gaps are negative” and “indicate a lack of commitment or stability.” However, in the current job market, many candidates have gaps in their résumés due to circumstances beyond their control, such as being laid off due to the pandemic.
Instead of asking about these gaps, recruiters and HR professionals should focus on asking questions about positive growth and development during unemployment periods.
Recruiters and HR professionals should avoid asking questions perceived as negative or judgmental.
Asking a candidate why they have a gap in their résumé can be perceived as accusatory and may make the candidate feel defensive.
Instead, recruiters and HR professionals should focus on asking questions that will help them understand the candidate’s skills and experience. For example, asking a candidate about the skills they developed during their unemployment period can give recruiters and HR professionals a better understanding of the candidate’s potential.
In addition to asking about skills and experience, recruiters and HR professionals should also ask about the candidate’s personal growth and development while unemployed.
A candidate’s projects they worked on during their unemployment can give recruiters and HR professionals insight into the candidate’s work ethic and determination.
Recruiters and HR professionals should also ask about any courses or certifications the candidate pursued during their unemployment period, as this can demonstrate a commitment to self-improvement.
Recruiters and HR professionals should avoid asking candidates about “stop-gaps in experience” on their résumés. Instead, they should focus on asking questions about positive growth and development during unemployment periods. By doing so, recruiters and HR professionals can gain a better understanding of a candidate’s potential and hire the best candidate for the job.
PACE TULSA 