When an employment gap extends past the six-to-nine-month mark, what two things are recruiters typically looking for regarding the absence?
Answer
Proof the absence was necessary and proof of continued engagement/productivity
Recruiters focus on two key aspects when an absence is noticeable: evidence that the time away was necessary and demonstration that the applicant remained engaged and productive in some capacity.
Related Questions
What duration for an employment gap generally begins to warrant serious consideration and explanation from a potential employer?For job seekers just starting out, what gap duration is suggested to feel particularly significant?In fast-moving technology fields, what is often cited as the limit before employers start demanding concrete proof that the candidate has kept pace?When an employment gap extends past the six-to-nine-month mark, what two things are recruiters typically looking for regarding the absence?What does the narrative focus shift towards in established fields, unlike rapid technology sectors?How should focused upskilling during a gap be framed on a resume according to the suggested strategies?For candidates facing employment gaps exceeding what time frame is developing a 'Re-Entry Portfolio' suggested as a practical approach?How might a one-year gap due to a planned transition be viewed for a seasoned professional with over a decade of experience?What are the primary concerns recruiters often have regarding long employment gaps?If a gap was due to difficulty finding the right job, how should the candidate frame this situation actively instead of just stating they 'couldn't find a job'?