Navigating Career Gaps and Job Hopping: How Should Recruiters Respond?

Hi,

Recently, in one of the IT organizations, a candidate with 4.5 years of experience was interviewed, and he had a gap of almost 8-9 months. He had also made quick switches, which reduced his experience to 4.5 years instead of 5.5 years. Despite this, he cleared the test and interview rounds at the organization where he appeared for an interview.

The candidate presented a valid argument for switching jobs based on his career aspirations and unfulfilled promises made during recruitment, indicating a lack of hope. Additionally, the candidate raised an interesting point: "In the Western world, people work for 6 months and then enjoy life for the next six months... Does that mean they are never eligible to get jobs again? It is not so... people work to make money to enjoy life, and they do get jobs again, maintaining a work-life balance."

In response to such a question, it is essential to consider the evolving practices in the IT/software development industry influenced by the Western world. It would be inappropriate to dismiss such practices outright by claiming that they do not occur in India.

Ethically, it is questionable for a recruiter to inform a candidate that their skills do not match after successfully completing tests and interviews. Treating a person with substantial experience in this manner, especially when they were referred, could be considered insulting.

Regarding the decision to recruit the candidate, it should be based on a comprehensive evaluation of their skills, experience, and fit for the role, rather than dismissing them based on mismatched skills after the testing and interview stages.

Please provide guidance on how to address these considerations.

Regards,
Dhananjay

Of course, he can be considered if he fulfills his eligibility criteria and when he clears rounds of interviews. Stability of any employee cannot be ensured just by his past experience. It is possible that the employee might not be happy with your company policies or with any other factor and is forced to leave. Moreover, anybody can be lured by a better offer.

As far as selection is concerned, an employee, in my opinion, cannot be rejected just because he had a gap in his career. If he smartly passes all the tests required for that position, the judgment should then be in his favor.

A suitable candidate should be recruited based on credentials as well as merit. If the candidate is fit for the said position, there should be no qualms about hiring him.

Khan.

Hi Annie,

Thank you for your guidance. A main concern is the huge gap of almost a year in my career, which is very much bothering the Indian HR system. I feel it's time for people to change their outlook in India in this globalized world.

Regards,
Sudhanshu