As Human Resources professionals, it’s essential to approach candidate evaluations with an understanding that gaps in a CV can stem from a variety of circumstances. These gaps might be due to personal challenges, career interruptions, or life choices that may not align with traditional employment timelines. Addressing these gaps thoughtfully can reveal valuable insights about a candidate that might be overlooked.

When encountering a gap, the first step is to seek context. Understanding why there is a gap will offer insight into the candidate’s situation, resilience, and personal growth:

  • Retrenchment or Layoffs: Determine if the gap resulted from company downsizing. Such experiences can highlight the candidate’s adaptability and the challenges they may have faced during an economic downturn.
  • Time in Jail: If a candidate has served time, assessing their ability to reintegrate into society and the workforce is important. Look for evidence of rehabilitation, skills acquired during their time away, or community involvement afterwards.
  • Sabbaticals can indicate a candidate’s commitment to personal development, travel, or care responsibilities. Candidates who take sabbaticals may return with renewed focus and diverse experiences.

When assessing the CV, paying attention to how employment dates are presented is essential. Often, the candidate will present only years of employment without indicating months; this prevents the CV from highlighting a few months’ break. After considering this, it is essential to understand how the candidate addresses the gap during the interview. Such discussion can provide valuable insights into their self-awareness and attitude:

  • Honesty and Transparency: A candidate who openly discusses their gap and the reasons behind it demonstrates integrity. Appreciating candidates who take ownership of their past and articulate what they learned during that time is wise.
  • Positive Framing: Candidates should be able to discuss how they used their time productively, whether that be through skills development, volunteering, or personal projects. These items can all reveal a proactive attitude.

Evidence of Skill Development

Assess if the candidate used their gap creatively to develop skills relevant to the position they’re applying for:

  • Relevant Training or Courses: Did they take online courses, attend workshops, or obtain certifications? This shows motivation to grow professionally and stay updated in their field. It would always be helpful to consider a skills assessment if such courses are relevant to the position to be filled. They could also have been personal development courses.
  • Volunteer Work or Freelancing: Engaging in volunteer activities or freelance projects during a gap can reflect initiative and a continuous desire to contribute and learn.

Employment Verification and Reference Checks

When considering candidates with CV gaps, professional employment verifications and references can often provide critical insights:

  • Previous Employers: Seek feedback on their performance and character while in prior jobs. Past employers can also provide context on their work ethic, skills, and how they handled challenges.
  • Community References: For candidates who have served time, references from the parole officer, community organisations or rehabilitation programs can offer a perspective on their character development and readiness to work. Not all individuals with a criminal record can automatically be excluded from employment. The South African labour is very clear on the screening of a candidate must be job specific.

Overall Fit for the Position

Finally, evaluate the candidate’s overall suitability for the role, which includes assessing:

  • Transferable Skills: Focus on the relevant skills they possess. Gaps do not always eliminate a candidate’s capability to succeed in the required role.
  • Cultural Fit: Consider whether their life experiences contribute positively to the team’s diversity and culture.

Gaps in a CV should not automatically disqualify a candidate from consideration. By approaching these gaps with an open mind and a structured evaluation process, HR departments can uncover unique perspectives and strengths that diverse candidates can bring to their teams.

Acknowledging and understanding the full context behind a gap can significantly enhance recruitment decisions and contribute to a more inclusive workplace.