Many of the candidates I’ve dealt with over the years have shared stories related to what I call, The Sabbatical Gap.
More often than not as you progress to more senior levels in your career, there is a time when you’re forced to stop, take toll and make critical life changes.
For recruiters or hiring managers who are new millennials and generation Ys this isn’t always a personal situation their prospective candidates face that they can easily relate to.
Once you hit the age of 40 challenges related to family, deaths, divorce and personal illness start to emerge more commonly. At younger ages issues crop up too, typically these revolve around needing a break, and burn out. No one’s to say that these life challenges are age specific and sometimes taking a break is just a matter of soul searching.
Whatever the case may be, if our wellness is at risk, we are often unable to perform at work. Especially if you are a professional who is always working with an audience, be this a team or your clients. In these scenarios being “on” all the time can be very stressful.
Sadly when these personal crisis hit it can often be just as a promotion or new project has started. It’s here that the whole work/life balance dilemma really hits home and the reality of your situation shifts from concept to reality. Our personal obligations can paralyze us and render us incapable of proper focus which will force a professional sacrifice. Life can tap you on the shoulder until it hits you in the face.
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To pay the bills some professionals decide to take on contracts, working with former colleagues and people in their networks to take on small scale, manageable projects. Other have savings or significant others who can help. If you’re really lucky your work place may offer paid sabbaticals or leaves.
When I’m interviewing and a candidate explains their Sabbatical Gap to me, I always encourage the candidate to tell me how they learned and grew from the situation. How the challenge made them a better person and a better candidate. When I’m presenting to clients I present these insights and help put the gap in a positive light.
As recruiters, hiring managers, co-workers and HR professionals we owe it to ourselves and the work force at large to take the time and accept and honour this change in someone’s life.
Challenges that take us out of work and closer to life make us stronger, wiser, smarter and more equipped to offer compassion and relatedness to others whose situations in life have set them back.
When you see a gap on a resume, seize the opportunity to engage your prospective candidate in a conversation around learning and personal growth. Work isn’t the only experience that adds to a candidate’s value and potential.
