Returning after a career break – An Uphill Battle!

We have started 2020, but still career gaps are considered red flags, a stigma, a taboo!

With all the talks, campaigns, corporate programs - on self-care, inclusivity, encouraging sabbaticals, return to work, organizations supporting women returning to the workplace etc., isn’t it shallow that there are still many organizations that don’t even consider you if you want to return to work after a career break, and don’t even glance at your resume? 

Someone I came across on LinkedIn, calls this break as being “on nobody’s payroll”, and that’s what he has mentioned in his experience timeline:

Doesn’t every candidate – a human being - deserve to live a life? You have a life which you have the right to live your own way. You have a right to choose what to prioritize at what time of your life. There must be something that you felt you needed the break - reason may just be – a life event, or to heal, or find purpose of life, anything! Whatever the reason, it is legitimate! Just that, you took your career in your own hands, and decided to return to work when you are ready. None of the reasons for this decision, affects your ability to do your job! Does that imply that you are not serious in your life anymore? And about your work? No, this will only improve your attitude - increase your passion - vigor - you become more productive when you are back – back with fresh renewed energy!! I have hired such employees, who have returned to work, and were in the top talent pool of our organization.  

We work as we love to work, the same way that we love to live our life! So aren’t both – work and living life - to be given equal importance? 

When organizations or hiring agencies tell you that you are not being considered due to “discontinuity” or “employment gaps”, isn’t that surprising! Have they already judged you and assessed your skills, your expertise, attitude, and values by seeing this gap? You are owning your employment gaps and being transparent. They need to see the goods in your profile than the gaps - see and assess how you are fit for the role and in line with the organization’s culture.

An experienced Talent Acquisition professional, I represent both sides of the coin – the organization and the candidate. Hence, I understand this situation completely. I have always screened candidates’ resumes basis of what experience they mention, and what skills are required for the job. Then I talk to the relevant candidates to discuss their profile to understand it better, and incase of any gaps, understand the reasons - after which I present the most suited candidates to the business. I make a case for them. I make the business understand why this candidate should be considered, and if the experience and skillset match, they should be called for an interview to assess their knowledge and experience in detail, and also to understand the softer aspects of their profile – their values, their attitude, their nature. Isn’t this what the approach should be? At least talk to the candidate, irrespective of any gaps, before deciding to consider or not consider him/ her! 

Every progressive organization understands these aspects, and goes beyond traditional recruitment practices. Yes, employment gaps raise a question mark, but then get the answers, before tagging someone as unfit for the job. Such organizations who do this, need to wake up and see candidates, and employees as human beings. Are they themselves not human beings, or are they machines - incapable of any emotions and understanding? Don’t they need to change their own attitude and mindset? Maybe its them who need a break!

However, when you look at it, from another view, it’s good that such organizations come to forefront with their thought process at the first instance, as who would want to work with such minds! It reflects on their traditional mindset, their conservative approach, it reduces the trust in them, and makes you doubt them - if they will be supportive, encouraging, motivating and empathetic with their employees. So good, when organizations say this as the reason for rejection of your candidature, then you choose to reject them, and do not feel disappointed as you are lucky to have been saved from working with such close-minded organizations!

I have been very fortunate to work with leaders with such progressive minds, who have been true leaders in every aspect! My previous organizations have seen my potential, my attitude, my passion, and my experience while recruiting me, instead of seeing my gaps. They trusted me, to be a part of their journey, and being able to help them identify such talent, irrespective of similar minute aspects. My leaders are sensible and progressive enough to meet such candidates and find a match as per their candidature and not refuse them just on paper! We need more such minds at the workplace, and make this uphill battle easy to conquer for every candidate.

Can you relate to me? Please share your thoughts in the comments, even if you can't! 

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