The Great Resignation created more than millions of people quitting their jobs. It’s also creating an interesting predicament for those who’ve decided to go back to work and those who are looking to hire them. According to SHRM last year, an average of more than 3.98 million workers quit their jobs each month, meaning 2021 holds the highest average on record, topping the 2019 average of 3.5 million. And while resignations are on the rise, unemployment is on the decline showing that people are now choosing not to work. A rather bold move in a society centralized around one’s ability to produce. The Pandemic did a lot of things to help bring perspective into people’s lives. The grind simply isn’t worth it anymore. And this concept of working 45 years to enjoy maybe 15 in retirement is for the birds. This model simply won’t work in today’s world.
And so people are choosing differently and it’s creating waves. The biggest wave is the spiking talent gap that’s hitting every industry. Corporate America wasn’t prepared for the mass exodus they experienced and talent gaps are hitting key functions like cybersecurity, IT, Sales, Marketing and Operations. It’s an employee market and we’re watching as salaries continue to rise as pent-up demand starts to lure talent back into the workforce. This salary pressure is hitting companies right in the profit as they look to fill key positions. In the rush to hire, it’s important not to lose sight of making the right hire. And making the right hire means we need to have a process for evaluating a resume gap caused by the Great Resignation.
Suspend Your Judgment
We are almost naturally wired to immediately judge someone who has a resume gap as not being “able” to find employment. This deeply ingrained unworthiness story often finds its way into our hiring process even if we don’t recognize it. People had a variety of reasons for resigning from their jobs during the Pandemic and they may not directly align with your personal value systems. Instead of judging people, look for the positives the break will provide for them and their ability to do a good job. Recognize that your judgments are likely due to your own belief systems about work ethic and possibly a little jealousy that you toughed it out and kept your job. And yes, you did. But they chose a different path and that’s ok too.
Get Curious and Ask Deep Questions
When you’re interviewing someone with a resume gap it’s a great opportunity to get curious. Ask questions about what they did with their time off, what they learned and how they feel it will help them re-enter the workforce in a more powerful way. This is a great opportunity to test culture fit with your company. You’ll find two types of people. Those with a growth mindset. And those without a growth mindset. The people with a growth mindset will tell you about all the personal development they’ve done, what they’ve learned and how it has propelled them to get where they are. Those without a growth mindset will likely give you a list of activities they did during the time with no true depth or meaning behind them. Ask them to tell you their favorite story from their time off. And then look for signs of cultural alignment in terms of how they spent their free time as it can be a direct indicator of how they’ll spend their work time. Did they keep active and learn new things? Or did they binge-watch all of Netflix?
Get Clear About Why They Left
People don’t leave jobs. They leave managers. And that means they could leave you if you aren’t the right manager for them. Get a clear understanding of why they left their last job and what they want to be different this time around. Take the time to really understand what they want in this role, what they want from the company, and what they want from you as a leader. Then honestly evaluate whether or not you can provide that for them. If not, let them know. I’ve found that there is often a disconnect between what the employer expects the employee to contribute and what the employee expects the company to contribute. This disconnect between contribution and engagement creates cultural divides.
There’s one thing that’s certain. Corporate America hasn’t changed much since the Great Resignation. So as we look to attract talent back into the workforce we’re going to have to re-evaluate the way we look at a resume gap. And we’re going to have to understand that it’s a candidate-driven market right now. But that doesn’t mean you should sacrifice cultural alignment in the process. These tips will help you confidently evaluate someone’s resume gap and ensure they are the right fit for your organization.
