The Sabbatical Question

I spend a lot of time on LinkedIn and I’m seeing more and more posts from job seekers sharing the challenges of being “Open to Work.” It’s been top of mind for me lately because I’m actively looking for my next opportunity. There is a negative stigma around gaps in employment.

Just hearing the question, “Why is there a gap in your employment?” is discouraging. I’ve been there and I’ve seen firsthand how frustrating it is. The assumption is often that a gap means a lack of productivity. The reality is that people are growing, learning, and adapting outside of traditional work environments while they are managing their job searches.

Here is a solution: An approach called “The Sabbatical Question”.

What is “The Sabbatical Question”?

Instead of asking, “Why is there a gap in your employment ?” recruiters and hiring managers can ask, “What have you been up to during your sabbatical?”

This simple shift is about framing the conversation in a way that recognizes time off as a period of growth, learning and personal development. The Sabbatical Question removes the shame that often comes with employment gaps. It gives candidates a chance to share their stories with pride. Its encouraging to be able to talk about what you’ve been doing with your time, rather than explaining a gap. They could have spent time traveling (equates to learning, planning, navigating, budgeting). They could have been caring for a loved one (compassion, managing, celebrating recovery or grieving death). They may have been upskilling, getting certified or working on passion projects.

For candidates “The Sabbatical Question” can help them feel more comfortable and less defensive. It gives them a chance to highlight what they’ve learned or how they’ve grown, rather than just explaining why they weren’t working. A sabbatical isn’t a “break” or a “gap.” It’s time to focus on something outside of work that could be just as valuable like traveling, taking care of family, creating or learning. This question invites candidates to share how they used that time to become better and more prepared for the next opportunity

?

Benefits of “The Sabbatical Question”

For Recruiters and Hiring Managers the Sabbatical Question can help you see candidates in a more holistic way. It lets you get beyond the technical skills and qualifications and understand what the candidate has been doing during their time away from the workforce. It can give insight into their growth, resilience and ability to adapt. Plus, it could make your interview process more efficient. Rather than asking the same old questions about why someone has a gap, you’ll be able to dive into a deeper conversation about what the candidate has learned, what they’re passionate about and why they’re ready for the role.

?

Here’s an example of how this could play out:

Hiring Manager: “I see there’s some time between your last role and now. Can you tell me what you’ve been working on during your sabbatical?”

Candidate: “Sure! During this time, I really leaned into my passion for content creation and started developing a personal brand around digital marketing. I’ve been creating and sharing content regularly on LinkedIn and my blog. Over time I noticed a pattern in the engagement and feedback I was getting. I began to plan my content more strategically.

Now, I set aside time each week to research trending topics, write posts, and interact with my audience. I’ve committed to posting regularly and I track which topics resonate most to refine my strategy. For example, I found that posts about AI in marketing consistently got higher engagement, so I started diving deeper into that area and even created a mini-series of posts that led to some great conversations with industry experts.

In a way, this process has been a hands-on way of practicing my skills, like content strategy, audience analysis and engagement tactics. I’ve done all this while keeping up with the latest trends. It’s been incredibly fulfilling and has prepared me to bring fresh, data-driven content strategies to my next role.”

This example allows the candidate to walk the hiring manager through the thought process and practical steps behind planning and executing their content strategy. It shows initiative and analytical thinking. It’s a results-oriented approach to personal growth during their “sabbatical”.

This type of candidate response is far more insightful and personal than the standard “I needed a break” or “I couldn’t find work” answers. It shows a candidate who is proactive and resilient.

?

So what have I been doing?

For some context, let me share my own experience. Over the past six months, I’ve really only had one solid lead. I’ve reached out to countless connections and I’ve only applied for positions where I’m confident I can drive success. Yet, here I am, still looking.

In the meantime, I’ve been creating solutions for my own challenges. It’s become a way for me to channel my energy and manage my excitement about potential opportunities. Writing and creating keeps my mind engaged and keeps me grounded. I create to maintain my momentum and stay focused.

But this is just one example of how I’ve been using my time. It gives me a way to keep pushing forward, even when things feel uncertain. And I know I’m not alone. My feed tells me that many of us are in the same boat. We are all making the best use of our time while we continue being productive.

?

The Future of Interviewing

The Sabbatical Question could really change the future of interviewing. It shifts how we think about employment gaps. It helps candidates by giving them a chance to share their growth and experiences. It helps recruiters and hiring managers by providing them with a deeper understanding of who the candidate is. It also makes interview questions more engaging and less insulting. It’s a win for everyone.

So, next time you’re interviewing a candidate with an employment gap, try asking them about their sabbatical. You’ll get to know them better and you might be surprised by what they’ve been up to. You’ll create a more empathetic, insightful interview process for everyone. If you are the candidate and you are asked about your gap in employment, walk them through what you've been doing and how it can apply to the position you're interviewing for.