Mind the CV Gap!

Mind the Gap

Employment gaps in your (CV) have long been a contentious issue for job seekers. Such gaps can arise from various circumstances, including redundancy during economic downturns, personal health issues, or caregiving responsibilities and more than not, out of the control of the candidate. Despite the sometimes-unavoidable nature of these interruptions, many candidates face significant challenges when re-entering the job market, even after gaps as short as a few months.

So, what drives the question ‘why do you have a gap in your CV?’. 

The reasons are complicated and at times irrational and highlights the irony of economic cycles contributing to employment gaps that subsequently hinder re-employment.

Job seekers with employment gaps frequently encounter biases that can impede their prospects. A study led by sociology professor Kate Weisshaar found that unemployed and stay-at-home parent applicants face interview callback penalties compared with applicants with no employment gaps, (see this great article from People Management (peoplemanagement.co.uk).

This stigma often leads candidates to feel compelled to conceal or justify these periods, adding stress to the job search process. We have covered the challenges of falsifying your CV in other blogs on our site.

Employers' reservations about CV gaps stem from several concerns. Primarily, there is a fear that prolonged absences may result in skill atrophy or a lack of familiarity with current industry practices. This apprehension is particularly pronounced in rapidly evolving sectors such as information technology, where a hiatus of even a couple of years can mean returning to a vastly changed technological landscape.   But this is a weak argument, especially for shorter break periods. 

If you have worked all your life and built a career, had 6 months off (perhaps through no choice of your own), quite how much of your skill set have you really lost, and if any, how long to pick it up again?  Probably not a long time.

Additionally, some employers perceive employment gaps as potential indicators of a candidate's lack of commitment or reliability.  A bizarre idea.

Economic downturns often lead to widespread redundancies, forcing many capable professionals into involuntary career breaks. The irony lies in the fact that these individuals, having lost their jobs due to economic contractions, subsequently face scepticism from employers regarding the resulting employment gaps. This cyclical predicament is particularly evident in the current UK job market, where nearly one million young people aged 16 to 24 were not in education, employment, or training by the end of 2024—the highest number in over a decade (see this great article in the Guardian theguardian.com).  Such statistics underscore the systemic nature of employment gaps during economic downturns.

Are Employers changing?

Recognizing the potential loss of talent due to biases against CV gaps, some UK employers are re-evaluating their recruitment practices. There is a growing movement urging employers to stop asking candidates for the dates they were employed in previous roles to reduce the risk of 'career gap stigma' (see personneltoday.com).

Furthermore, research led by the Behavioural Insights Team found that expressing previous work experience on a CV in terms of the number of years (e.g., '5 years') rather than dates (e.g., '2012-2017') reduced discrimination against women who took time out of employment to look after their children (see bi.team).

These initiatives aim to shift the focus from chronological work histories to the skills and experiences that candidates bring to the table.

So, what is the solution to all this?

It is a tough one and requires a behavioural change on behalf of the recruitment teams.  While there is a clear disadvantage to women who take breaks, it is also a problem for both sexes who find themselves out of work for periods of time. Changing attitudes is a key, and we are seeing some of that out there in the market already.

But as candidates of course, the gap in work does not necessarily need to mean a gap in activity. There are many things you can do (but not all will be able to) to fill the gap in between employment.  Study or take a course to keep current, start a business, work for a charity are just three examples of activity that turn what can appear to be an unproductive gap into an opportunity and employers will see it that way. Doing something will help an employer get beyond the gap.

The rewards for bringing on resource after a gap can be significant for employers. You often get a real loyalty from someone who you have given that chance to. People tend not to forget that. I have done this several times in my career and have been pleased at quite how well it worked out (elevated levels of loyalty and high performance).

At Candidates Matter we are about to add a new commitment to the Employers’ and Recruiters’ Service to include the fair treatment of people with gaps in their CVs. We have learned a lot at Candidates Matter over the last few months as we prepared for launch, and it is vital that we remain agile in our commitment to supporting candidates by ensuring the ethical framework we put in place stays relevant to the times and the context in which it is used.