Should a gap on a CV be a deterrent to employment?
This is a question many employers and recruiters ask when they come across a candidate who, in every other way, looks like a strong fit for the role.
Our answer is much the same as it’s always been: it depends!
This might sound like a fence sitting approach, but the reality is that a gap in a CV may or may not matter. What really matters is the reason behind it, and the gap only tells part of the story.
What do gaps happen?
They are many reason why someone might have time between roles, and in most cases, they’re entirely reasonable – we’re all human after all, and many reasons outside of an individual’s control can lead to a gap in employment.
Sometimes it comes down to the state of the job market. We’re sure you’re all aware of the current issues plaguing the market which has led to a downturn in hiring. In periods of uncertainty like this, even strong candidates can take longer to land their next role. What might have once been a short transition can easily become a long gap through no fault of their own.
Others might make a more conscious decision, such as taking time out to travel, reset, or step back from work. This is a lot more common than it once was, and far from being a negative, it can leave people returning to work more focused and motivated.
Caring responsibilities are another common reason. Whether it’s raising a child or supporting relatives, many people step away from work for a period. While this may not show as formal work experience, it often involves organisation, resilience and a strong work ethic, which are all transferable skills.
Some people use the time to study or develop new skills, which can be anything from formal education to practical training, and it often reflects a willingness to learn and improve.
Others may spend time volunteering or supporting charities. Again, this can provide valuable experience and insight into someone’s character.
There’s more to it beyond the dates
It’s clear there are many valid reasons for a gap on someone’s CV, and often more than are immediately obvious. The key is to not ignore them but not jump to conclusions either. A gap should prompt a conversation rather than an automatic decision.
In most cases, a simple discussion will provide the context needed to fully understand someone’s situation.
How this applies in temporary recruitment
In temporary recruitment, this becomes even more relevant. What matters most is not how consistent a CV looks, but how someone performs in the role.
Do they turn up? Do they do the job properly? Do they come back the next day?
A gap on a CV doesn’t necessarily answer those questions. We’ve seen candidates with very strong, consistent work histories struggle in temporary roles. Equally, we’ve worked with people who have either large or frequent gaps on their CV who go on to become some of our most reliable workers.
A note of caution
Of course, there are occasions where a gap may need more explanation.
If something doesn’t quite add up, or the reason is unclear, it’s right to ask questions and, if necessary, dig a little deeper.
While it’s not common, there are times when candidates may not be entirely transparent about their employment history for one reason or another. As recruiters, it’s our job to investigate this and ensure everything is as it should be.
In most cases, candidates are open and honest, and a simple conversation provides the clarity needed.
Final thoughts
A gap on a CV should not be seen as an immediate red flag. More often than not, it’s a reflection of circumstances outside of someone’s control, rather than a lack of ability.
Taking the time to understand the reason behind it will always give a clearer picture than the gap alone.
Ultimately, what matters is not just where someone has been, but what they can bring to the role today.
How much weight do you place on gaps in employment when reviewing candidates?
