Using a Different Lens: Rethinking Interviews for Candidates on a Career Break

Rethinking Interviews for Candidates on a Career Break

In the fast-paced corporate world, where competencies and confidence are often seen as inseparable, it is easy to overlook the unique challenges faced by candidates returning from a career break. Recently, I had the opportunity to interview a candidate who was highly competent but exhibited lower confidence, likely stemming from the pressures of re-entering the job market and the desperation for stability. This experience compelled me to rethink how we, as interviewers, evaluate such candidates and the empathy we extend during the process.

The Unspoken Challenges of a Career Break Candidates who take a career break often do so for reasons that range from caregiving responsibilities and health issues to skill upgradation or unforeseen circumstances. However, returning to the workforce can be a daunting task. Gaps in employment may lead to self-doubt, societal judgment, and feelings of professional stagnation, leaving them vulnerable and less self-assured during interviews.

Competence vs. Confidence As interviewers, it is easy to equate confidence with capability. However, this assumption can do a disservice to candidates who, despite their competence, may struggle to articulate their value due to the emotional toll of a career break. Such individuals often carry unique perspectives and resilience, qualities that are invaluable to organizations if given the chance to thrive.

Empathy: The Missing Link in Interviews A shift in approach is essential when interviewing candidates on a break. Beyond assessing skills and qualifications, interviewers must adopt a lens of empathy and belongingness. Understanding the candidate’s journey and creating a safe space for them to showcase their abilities without fear of judgment can significantly enhance their confidence and, ultimately, their performance.

Practical Ways to Show Empathy in Interviews by interviewer

1. Acknowledge the Break: Start the conversation by recognizing the candidate’s career break without judgment. Use neutral language to encourage openness.
2. Focus on Skills, Not Gaps: Frame questions to highlight the candidate’s skills and experiences rather than dwelling on the break. For example, “What skills or experiences have you gained during this period that could add value to our organization?”
3. Provide Reassurance: A few words of encouragement can go a long way. Reassure the candidate that their career break does not overshadow their abilities.
4. Tailor the Interview Style: Instead of a high-pressure approach, engage in a conversational style to help the candidate feel more at ease.
5. Evaluate Potential, Not Just Presentation: Look beyond the immediate impression and focus on the candidate’s potential to grow and contribute in the long term.

Building a Culture of Belonging Empathy in interviews is not just about individual candidates; it reflects the culture of the organization. By demonstrating belongingness and understanding, we create an environment where diverse talent feels valued and empowered. This not only strengthens employer branding but also contributes to building a more inclusive workplace.

Conclusion The corporate world is evolving, and so should our hiring practices. Candidates on a career break bring with them a wealth of untapped potential and life experiences. By using a different lens—one of empathy and understanding—we can bridge the gap between competence and confidence, paving the way for diverse talent to re-enter the workforce and make meaningful contributions.

As interviewers, the onus is on us to not just assess but also uplift. Sometimes, a bit of empathy is all it takes to reignite the spark in a deserving candidate.

How would you attract candidates on a career break back to work, and can you share an interview experience where you identified potential despite initial doubts?

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