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\n\n \nConduct Employment Verifications With GoodHire
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\n\n\n When reviewing a candidate’s resume, should gaps in employment be considered a red flag? Getting more information can help you evaluate the reason for a gap so you don’t pass over a qualified applicant.
\n\n\n\nFind out what questions you can ask about employment gaps, what to look for when you notice gaps in employment, and how employment verification checks can help.
\n\n\n\n\nWhen searching for the perfect candidate or candidates for open job positions, hiring managers have to look through multiple lenses. You need to ensure candidates are qualified, have the right skills, align with company values, pass a criminal background check, and much more. But there is one more hurdle recruiters often run into: Gaps in employment on candidates’ resumes. All of which might raise questions, including:
\n\n\n\nMore often than not, gaps in employment are still stigmatized and may be viewed as a negative feature on a resume. One recent study from ResumeGo revealed that candidates with work gaps on their resumes have a 45% lower chance of landing a job interview. And the larger the gap, the lower the chances of candidates securing interviews for positions.
\n\n\n\nHowever, a piece of paper with employment history can only reveal so much. That’s because resumes don’t shed light on why the employment gaps exist and whether that impacts a candidates’ qualifications for the job. As a result, you may be missing out on exceptional candidates or not giving them a fair chance at employment.
\n\n\n\nHere, GoodHire is sharing what to look for when you notice gaps in employment and how employment history checks can help you make smart hiring decisions.
\n\n\n\nJust as you look at the length of previous job stints, and overall length of job history, it’s important to consider the length of a candidate’s employment gap:
\n\n\n\nYou should also consider that longer employment gaps are a significant hurdle for candidates. One study found that those with a work gap longer than two years see a significant drop-off in interview callbacks—from 9.8% (2-year gap) down to just 3.1% (5-year gap). So, if the candidate has other desirable skills and work experience, it may be worth exploring further.
\n\n\n\nWith any employment gap—no matter the length or number of them—it’s crucial to remember they don’t paint an accurate picture of a candidate’s overall qualifications.
\n\n\n\nBecause the length of an employment gap may not reveal specific details, hiring managers should consider the reasons behind them. Some of the most common reasons for explaining gaps in employment include:
\n\n\n\nIt’s also important to consider current or previous economic and/or unemployment conditions. Due to the ongoing COVID-19 pandemic, the US unemployment rate is high—6.3% as of January 2021—and millions of people are without work. During the 2008 recession, unemployment climbed to 7.2%, the highest since January 1993.
\n\n\n\nAn employment gap may also exist because a candidate was laid off due to reasons beyond their control, including:
\n\n\n\nSome candidates may be forthcoming with their reasons for employment gaps and address them in their resume or cover letter, and may provide good reasons for gaps in employment. Of those who do, they receive nearly 60% more interview requests. However, those who don’t explain their gaps in employment may still have a strong explanation that is worth addressing.
\n\n\n\nTo explore a candidate’s reasoning, simply point out the gap(s) and ask them to explain further. Then, you can use that additional context in your decision-making process. However, hiring managers need to ensure that any question (or follow-up questions) you ask about gaps in employment are not related to protected classes such as:
\n\n\n\nAnother way to help assess a candidate’s reliability is by verifying their employment history and job-related experiences. This acts as another means to confirm that the information on their resume and job application is accurate and honest. With a third-party employment history verification, such as GoodHire’s, you’ll get reliable information about candidates.
\n\n\n\nDuring these checks, current and previous employers are contacted directly to confirm employment details, like start and end dates and job titles. GoodHire also offers International Employment Verifications for candidates who have worked outside the US. Keep in mind that using a Consumer Reporting Agency (CRA) like GoodHire requires employers to inform candidates of their plans to run a background check and get their permission to do so.
\n\n\n\nFinally, checking a candidate’s references can also provide more details and context about their work experience and relevant skills. Professional Reference Checks give you more opportunities to get additional insight into how well a candidate works with others, how they function in a workplace, and any other information that can help strengthen their qualifications or reveal that they may not be a great fit.
\n\n\n\nThe short of it? If an applicant’s work history and references are strong, they can help compensate for employment gaps on their resume.
\n\n\n\nAs you can see, for candidates with employment gaps on their resume, it may be worth some additional exploring to determine their qualifications.
\n\n\n\nBe sure to set aside any negative biases or thoughts toward employment gaps and never assume the reasoning behind them. While that may take some extra time, you can still streamline the entire hiring process with Employment Verifications through GoodHire. With Employment Verifications, you can:
\n\n\n\nFind out how Employment Verifications with GoodHire can improve your hiring and screening process.
\n\n\nThe resources provided here are for educational purposes only and do not constitute legal advice. We advise you to consult your own counsel if you have legal questions related to your specific practices and compliance with applicable laws.
\n\t\t\tAshley Blonquist is a former news journalist. She writes about GoodHire’s employment screening services and how employers use them to make informed hiring decisions.
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