Resume Red Flags: Employment Gaps - Deepstash
Resume Red Flags: Employment Gaps

Resume Red Flags: Employment Gaps

  • Gaps in experience indicate a struggle with securing jobs in the past or poor performance to the hiring manager.
  • One can proactively explain the real, often valid reasons for a gap in your employment, like taking care of a sick family member, recession, or taking time-out for education or reskilling.
  • It is a good idea to add some contractual or consulting work, pursue a degree or diploma, or even do volunteer work.
  • If you were out of work due to your being selective about your career, mention the same to the recruiter.

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MORE IDEAS FROM THEARTICLE

  1. Emphasising the environment that makes you be at your best, indirectly telling them that the reason you didn’t thrive at the previous place was that they didn’t support you.
  2. If you were laid off, disclose the fact honestly, emphasising the reason for being fired and the lessons learnt.

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Not being currently employed or having an unplanned departure is a red flag for recruiters, who believe a strong candidate would not leave a job without a new profile in hand. You can handle this by:

  1. Not blaming the old company, and not highlighting their mistreatment of you.
  2. Focusing on the good aspects of your tenure with them: Your learnings, new relationships and accomplishments.

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Taking multiple jobs in a short span of time can indicate struggle towards commitment, or chronic performance issues. Brief tenures can be tackled as follows:

  1. Show the positive side of working with a diverse set of companies, gaining experience and a solid network.
  2. Focus on the accomplishments rather than the tenure.
  3. Make the hiring manager understand the exposure you had and best practices that were acquired, increasing your competence

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RELATED IDEAS

  • Prepare your questions based on the attributes of an ideal candidate,
  • Reduce stress level. Tell the candidates in advance the questions you plan to ask.
  • Involve enough people for multiple checks.
  • Assess potential. Look for signs of the candidate's curiosity, insight, engagement, and determination.
  • Ask behavioral and situational questions.
  • Consider "cultural fit", but don't obsess because people adapt.
  • Sell the role and the organization once you're sure in your candidate.

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The Interviewer’s Perspective

When the interviewer asks you, “Tell me about yourself”, he is hoping this question will get you talking. It will give him a first impression of you, and set the tone for the interview. He wants to establish if you can be a good fit.

This is a good opportunity for you to highlight the points that you want this potential employer to know about you.

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Signs you should turn down a job offer
  • A long decision-making process signals leadership or other internal issues
  • Find out why the position is open and for how long.
  • It’s important that your interviewers are on the same page about the role and the company culture.
  • If your job can be done remotely and the company requires you to be in the office full time may be the sign of an inflexible culture.
  • Unengaged interviews may indicate that the interviewer isn’t committed to finding the right person or can reflect poor management style as well as culture.
  • Lack of diversity.
  • If the employer hasn’t shown you that there are opportunities to grow with the company, you may want to think twice about accepting the job.
  • If you receive a job offer and are being pressured to accept it on the spot or within an extremely tight time frame, say 24 hours, be wary.

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