You’re filling up a mid-level position, and one candidate with a stellar skill set comes to your desk. Everything here is good, except for a two-year gap in their employment history. And suddenly doubts start creeping in. Bad performance, some personal issue, or something more sinister?

This is why an element has become such an important aspect of the modern hiring strategy: employment gap background checks.

Recruiters and employers know very well that a résumé never presents all the facts. Whereas there are some gaps, like higher education, family care, or personal projects that may add up. There are many red flags: misconduct, dismissals, or unverifiable claims. Most hiring decisions are clearer, fairer, and altogether better after an employment gap background check.

What are Employment Gap Background Checks?

An employment gap background check is the mechanism for verifying the candidate’s explanation of the reasons for the gaps in their work history. This includes checking records, calling up previous employers, and occasionally reviewing additional documents to substantiate explanations for career pauses.

For example, if a candidate says he took a gap year for personal development or travelling, employers might ask for supporting evidence in the form of course certificates or references. Likewise, if the candidate had been unemployed for a reasonably long time due to medical reasons, supporting documents could show goodwill and transparency.

Unlike the common employment verification, this type of checking examines the reasons behind the gaps in employment and the extent to which they may affect the candidate’s ability to fulfill the job.

Why Employment Gaps Matter in Hiring Today

In bygone days, long or unexplained employment gaps were a one-way ticket into rejection. But recruitment strategies have come a long way after that!

Many factors stir up changes in work culture. The newer generation has become a workforce on the move, with an inclination toward freelancing and striking some balance in their work-life. Gaps may not always point a finger at candidates. However, these remain a cause to be addressed.

Employers want assurance that:

• They don’t suspect termination for misconduct in showcasing the candidate’s gap. 
• Skills haven’t gone into dormancy. 
• Training or another growth has kept at least some progress in the given scenario on the part of the candidate.

If the employer has done their background checks to wash out the constructively innocent break from the bad ones, the only reason for a gap is suspicion.

Key Benefits of Employment Gap Background Checks

Now, let’s discuss some advantages of these checks:

1. Transparency Builds Trust

When candidates are open about their career gaps and employers can verify the reasons, it helps to create an honest environment. A candidate who has two years in their career where they were not “productive” because they were caring for a sick relative might not represent their career accurately on paper. Such gaps must be verified by gathering accurate information, which builds empathy and trust in the hiring.

2. Better Risk Management

There can be problems hiring a candidate who misrepresents a gap or has an unexplained condition. Situations such as previous or recent termination due to fraud or performance issues will only surface later, and gaps have serious repercussions down the road. Running such a check is invaluable because it helps mitigate the risk and save organizations from turnover costs and damage to their brand.

3. Fairness for Candidates

Not all gaps are negative. Many people take breaks from work to pursue further certifications, travel, or work abroad. Verification is useful to ensure that these positive attributes are used for the hiring decision’s success and do not carry the negativity of loopholes in employment checks.  

4. Improved Hiring Decisions

Knowing that an organization has confirmed a candidate’s journey offers potentially greater comfort in the hiring decision they make. For example, imagine hiring a project manager who took a gap to complete an MBA degree. It potentially turned the gap into an asset.  

5. Strengthens Company Reputation

A hiring process that meets the standard of fairness and thoroughness goes a long way in determining an organization’s ethical practices. Candidates will trust you more than they would in an organization whose only ability is to flag breaks in a candidate’s career. Thus, they will value and respect you more for looking into the career pause rather than having to throw it out right. 

Examples

A retail firm was doubtful about hiring a candidate who had a career break for a year. However, the employee background screening at the new company revealed that the person had spent that period volunteering with a nonprofit firm, developing skills like communication and even leadership. Well, the company employed the person, and he soon proved to be a team lead. 

As another example, on the contrary, a tech company hired a candidate who claimed that she was doing “personal projects” during that period. When they were informally checked, it turned out that she had been terminated for misuse of data with her former employer. This was not only detrimental to the productivity of the company but also showed why gap checks were necessary. 

How Smart Workforce Supports Employment Gap Checks

Modern challenges call for modern solutions. Instead of making damage calls to previous employers or chasing after incomplete records, use automated solutions like Smart Workforce to vet potential hires and do background checks.

By employing the staff vetting feature, employers can have:

• Verification of the employment history.
• Documents and references to validate the reasons for the gap.
• Central system that reduces paperwork and errors.
• Faster decision-making with automated checks.

Smart Workforce combines background verification with workforce management to streamline hiring while remaining compliant with UK standards such as BS7858, allowing employers to hire with the comfort of not losing weeks to manual checks.

Changing Attitudes Toward Employment Gaps

It is also worth noting that views of missing periods are changing. More and more, people are seeking to address their mental health, personal growth, and career paths. Therefore, if employers are willing to look at employment gaps differently by looking to verify, rather than scrutinize, they will no doubt be seen as more progressive. 

Rather than adopting a “worst-case scenario” mentality, companies that consider employment gap background checks are more likely to approach recruitment with an open mindset and nothing to hide, and will look for hidden strengths over time and experience. Showcasing this balance of empathy, alongside diligent verification, has become an expectation for candidates in modern HR.  

 Final Thoughts

To reiterate, employment gap background checks are meaningless to candidates who are being penalized for past career breaks. However, they can provide clarity and fairness and allow for risk mitigation for both parties. Following a prolonged gap, for whatever reason, personal, training, or career alternative, the only real question is “Does the candidate have the capability and integrity to perform the job they are applying for?” 

Working with the staff vetting feature of Smart Workforce, organizations can undertake this process more easily and quickly and determine whether a new employee is suitable and trustworthy. When recruiting in a competitive full-employment climate, you get peace of mind that is priceless.

So, book a free demo today!

Frequently Asked Questions