Addressing Resume Gaps in the Tech Industry

Imagine you’re interviewing a candidate for a tech role. They’ve passed all the character questions with flying colors, their education and references check out, and they seem perfect for the position. 

But there’s a troubling gap in their resume that you wanted to talk to them about: they seem not to have had any work between, say, May 2020 and August 2021. When you ask them about it, they simply tell you they took a career break. 

If this was ten years ago, or even five years ago, you would probably consider this a red flag — it might have even been enough to dissuade you from hiring that candidate. Now, however, you’re not so sure what to do. You know that employee mobility is rising, particularly in the tech industry. 

In this post-pandemic world, where millions of employees dropped out (or are thinking of dropping out) of the workforce for a number of reasons, it’s difficult to maintain the same attitude towards resume gaps. Career breaks are becoming increasingly common — and often, for a  good reason. 

So what is the best path forward?

Here are the reasons behind the resume gap stigma, ways to remove it, why it would be beneficial, and how technology can help streamline the process.

Why there’s a stigma around resume gaps

Until recently, a career break on a candidate’s CV was like a stain they had to hide under the rug artfully. Some would use methods such as non-chronological resumes, while others would make sure to mention it in advance in their application. 

Of course, not being employed for a year does not necessarily imply something problematic or shameful about the candidate’s skills or character. But until very recently, hiring managers would assume so — candidates knew that.

The prevailing work culture, especially in a field as competitive as the tech industry, demanded that top talent could be identified by always being in demand; by never being without work longer than perhaps a few months. And after all, who would want to hire a candidate whose skills were not up to date?

But then the pandemic happened, followed by the Great Resignation. 

Amidst the countless people whom their companies have furloughed and the shifting work-life balance that remote working brought forth, employee resignation rates skyrocketed — and they’re still quite high.

In this climate, resume gaps are becoming very common; according to recent research from LinkedIn, 62% of employees have taken a break from workOpens a new window . Far from being a red flag, resume gaps are quickly becoming part of the new normal of the post-pandemic world of work. 

Of course, each case should be examined independently, but this should be done based on the relevant factual evidence, not on assumptions about what a resume should look like. 

And this begins by removing the stigma around resume gaps — before, during, and after the hiring process.

How the stigma can be removed 

Working towards normalizing resume gaps can and should happen at every stage. In the pre-hiring stage, a very important step was taken by LinkedIn recently: the platform rolled out a new feature called Career Breaks that users can add to their profiles to signal that they weren’t working. 

This is revolutionary because it allows candidates to be upfront about their work history in a way that doesn’t make it “a big deal.” Of course, the next step is for hiring managers and recruiters not to be put off when they see this in a candidate’s profile. 

Here are some steps you can take:

• Have an open mind about candidates and understand that career breaks are not indicative of a person’s skills and potential. Being open to all qualified candidates ensures equal opportunities, and you don’t risk missing out on finding the strongest candidate for the job. 
• Understand that the past two years have been difficult —for some more than others. In a recent TalentLMS & Workable survey about the Great Resignation, one of the top reasons for wanting to quit a job in the IT/Tech industry was the lack of flexibility in working hoursOpens a new window . Employees seek ways to create a new work-life balance as they navigate working from home and caregiving for family members. 
• Offer returnship programs. It’s true that when a candidate has been out of the job market for a while, their skills may not be entirely up to date — especially in a field like IT, where everything changes so fast. That’s why many companies, from Microsoft to IBM to Accenture, are investing in tech returnship programs this year. Returnship programs are like internships that last from a few weeks to a few months to help reorient employees into the world of work and give them back their confidence in their skills. During these programs, employees can stay on top of the newest technologies and methodologies, from AI and Intelligent Automation to DevOps, while collaborating on real projects with team members and earning digital credentials.
  

• Train your hiring managers. In this changing environment, it’s clear that it’s not just candidates who require training. Implement training that will allow your hiring managers to assess employees based on their potential and what they can bring to the table instead of the time they took off in between jobs. Given that your hiring managers are already on a hectic schedule, it’s a good idea to utilize tools like a mobile app that connects with your LMS and can deliver microlearning sessions.

The benefits of taking a career break for tech employees and employers

Even if, in many cases, career breaks didn’t feel like a positive thing at the time, employees are indeed seeing benefits from them. For starters, they can pursue new, enriching hobbies or prioritize their mental or physical health. 

Additionally, employees tend to have a more positive outlook after they take time off. They come back feeling eager to re-enter the workforce and put their energy toward new assignments. This corresponds to a better climate at work and a bigger opportunity for overall growth: these employees are willing to work harder, smarter, and more efficiently — and become great team players. 

How technology can help employees re-enter the workforce after a resume gap 

While you may still be nervous about hiring candidates with gaps in their resumes, even subconsciously, bringing new candidates up to speed can be easier than you may think. Innovative technologies and tools can help streamline the process.

Here are some ways to go about it:

• Invest in re-skilling training to bring them up to speed. Technology or industry shifts have likely changed since their last job, but re-skilling training can solve that. Tech employees love learning: 62% of respondents from the Talent LMS and Workable survey said more learning and training opportunities would motivate them at work. And with mobile learning, you can ensure your employees are learning fast and on the go. 
• Do a skills gap analysis. You need to understand which skills individual employees and teams are lacking in. Chances are there will be at least some. According to Epignosis and SHRMOpens a new window , more than 50% of HR managers agree that their company faces a skills gap. But knowing is the first step to creating a training strategy around your findings that will support your employees’ career development.

See More: How Can Organizations Close the Skills Gap? IBM Offers an Answer

• Focus on the most in-demand skills. According to the TalentLMS and Workable survey, technical skills related to their current role or project were identified as most important (65%), followed by “technical skills related to emerging technologies” (60%) by respondents. For instance, machine learning and AI are in high demand as applied AI ranks consistently high across industries. 
• Pair them with experienced employees. Having a mentor can go a long way towards regaining confidence in one’s skills after a considerable career break. Plus, that way, you’re also showing appreciation for your existing employees, elevating them into a position where they can share their knowledge and expertise with your new hires.

Employees choose to change jobs and take breaks for a variety of reasons. Focusing on an employee’s potential and what they bring to the table beyond what’s stated on their resume will open your company up to a greater pool of applicants and see long-term benefits. This is more important than ever in the wake of the Great Resignation.

How do you think resume gaps can actually be an asset for candidates? Let us know on FacebookOpens a new window , TwitterOpens a new window , and LinkedInOpens a new window .

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