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I didn't think gaps play a role in the hiring process but talent did. When you are interviewing a person he/she should tell their stories of everything and that should be the point where you have to decide whether to take them or not. There are several reasons which can be overlooked for long gaps. if you think the person meets your standards hire them.
Yes, I avoid hiring job seekers with gaps in employment when gaps affect their experience and their job performance. Especially in jobs like sales and marketing, they may not be close to the market and its progress.
it depend on his background .
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I will avoid not all cases. I will check first the reasons for the long gap. Some reasons i can understand that the job seeker is not serious in his career continuity, career development or very casual in profession and if i find him not having updated work knowledge , if he is in need of some training, i will ofcourse avoid him be recruited. Some job seekers hav some genuine personal reasons for the long gap but having updated work knowledge , very focus, passion to achieve... i will ofcourse try to recruit him if his profile matches my requirement.
Yes. They are not in the practice pracess and didnt get any proessional update in the relevent possition.
Actually, If the duration of Gap is longer which might affect his performance then we may avoid only otherwise gap is not a negative indicator. Other credentials and skills outweigh the hiring and considering that profile. We are human being and professionals so multiple requirements are always attached with us which create GAP sometimes.
Thanks
No!
I have first to search and ask about why this gap been happened, then I will decide
Maybe we didn't shortlist him/her but if applicant seems strong candidate then we'll do interview him to find the rational reasons behind the gaps. Maybe there are few genuine ones. Do consider.
NO, Firstly I see the genuinity of the circumstances which led to career gap based on it I decide.
