An employment gap on a resume can be a point of inquiry for hiring managers, but these breaks are a normal feature of modern careers. They often reflect personal choices, economic shifts, or professional development. Approaching the conversation constructively and fairly allows you to gather the information needed to make a sound hiring decision while respecting the candidate’s experiences.
Why You Should Address Employment Gaps
The primary reason to ask about a resume gap is to create a complete and accurate picture of a candidate’s career history. It is not about viewing the gap with suspicion, but about understanding the narrative of their professional journey. Verifying the timeline presented on a resume helps confirm the candidate’s organizational skills and attention to detail.
Discussing a gap also allows you to assess whether a candidate’s skills are current. If a break was extended, it is reasonable to inquire how they stayed connected to their industry or maintained their technical abilities. This could involve coursework, freelance projects, or professional networking. Their activities during this time can reveal their proactivity and dedication to their field.
The conversation also provides insight into a candidate’s honesty and motivation. A candidate who is transparent and can articulate their experiences during a break often demonstrates self-awareness and professionalism. A thoughtful explanation can turn a perceived negative into a demonstration of resilience and thoughtful career planning.
Legal Considerations When Asking
When inquiring about employment gaps, it is imperative to remain within legal boundaries to avoid discrimination claims. All questions must be structured to avoid soliciting information about a candidate’s protected status under Equal Employment Opportunity Commission (EEOC) guidelines. These guidelines prohibit employment discrimination based on:
- Race, color, or national origin
- Religious beliefs or practices
- Sex, including gender identity, sexual orientation, and pregnancy status
- Age, specifically if the candidate is 40 or older
- Disability or personal health information
- Genetic information
It is forbidden to ask questions that would compel a candidate to reveal personal health information or a disability. For example, you cannot ask, “Was your time off for a medical reason?” Such inquiries are direct violations of the Americans with Disabilities Act (ADA). Similarly, questions about family status are off-limits, so avoid asking if a gap was for maternity leave or to care for a sick family member.
Questions related to a candidate’s age or religious practices are also prohibited. The focus must always remain on the applicant’s ability to perform the job’s duties. A well-intentioned question phrased improperly can be misinterpreted as discriminatory, so plan your inquiries carefully.
How to Ask About an Employment Gap
Approaching the topic of an employment gap requires a tactful and non-accusatory tone. Your goal is to foster an open conversation, not conduct an interrogation. This discussion is best held during a live interview, which allows you to convey a supportive demeanor and help the candidate feel more comfortable.
When phrasing the question, use open-ended and neutral language. A good starting point is a general request that allows the candidate to guide the narrative. For instance, you could say, “Could you walk me through your career path?” This invites them to tell their story chronologically and naturally explain the period between roles.
For a more direct but still neutral question, you might try, “I noticed there was a period between your time at Company X and Company Y. Could you tell me about what you were focused on during that time?” This phrasing is respectful and gives the candidate control. Avoid accusatory questions like, “Why were you unemployed for a whole year?” as they can put the candidate on the defensive.
Another effective technique is to frame the question around their professional development. For example: “Can you share an experience or skill you learned outside of a traditional work setting that you believe would be useful in this position?” This question positively frames the gap as a potential period of growth and encourages connecting their experiences to the role.
What to Look for in the Answer
When a candidate responds, their answer provides more than just an explanation; it offers a glimpse into their character and professionalism. A positive response is characterized by honesty and confidence. The candidate should be able to explain the reason for the gap clearly and without making excuses, and the explanation should be logical and consistent.
Look for answers that highlight productive activities undertaken during the break. Candidates who used their time off for professional development demonstrate initiative and a commitment to their career. Productive activities could include:
- Taking courses to gain new knowledge or earning professional certifications
- Volunteering to contribute to a cause and develop new skills
- Engaging in freelance projects to keep their abilities sharp
- Traveling or caregiving, when framed to emphasize transferable skills like planning or empathy
Even gaps for personal reasons, like travel or caregiving, can be framed positively. A candidate can do this by emphasizing the transferable skills gained during that time, such as planning, budgeting, or empathy. Seeing these experiences as potential strengths reveals a candidate who is resilient and adaptable.
Conversely, certain responses may be cause for concern. Evasiveness or providing vague, inconsistent answers could suggest a lack of transparency. Blaming past employers is another warning sign, as it can indicate a lack of ownership. An inability to articulate what they did or learned might suggest a lack of motivation.