Making the best of embarrassing gaps in your CV

Most employers want to see what you have done with your time in the workplace. Photo / Supplied

As the employment market tightens and more New Zealanders find themselves out of work for longer periods, many of us will be faced with the prospect of how to cover those gaps in our work history when applying for jobs.

Dale Bailey, regional manager of Counties Manukau Career Services, a state agency, says: "We're not seeing the big gaps yet, but it will be an issue over the next six months as things play out.

"Having gaps in your CV is always an important issue to address. You need to explain the gaps. I've seen some CVs where people have just left a blank and it makes you wonder why. You need some really good, practical explanation."

Bailey says that advice does not apply just to those who have lost their jobs in the recession.

"It used to be you started work at 16 or 17 years old and continued through to 65 in linear jobs, but it's not like that now," he says. "Most people will have breaks, whether for travel, family, illness or because of the economic situation."

Whatever the reason for the gap in the work history, he says the same rules apply - and honesty tops the bill.

"It's imperative that people are really honest," says Lynda Fraser, manager of HR recruiting for Wheeler Campbell. "It never pays not to be."

Says Bailey: "Most CVs have a chronological section to show employers your employment record. If there's a gap, include briefly in chronology that you were job-seeking, refocusing, travelling ... Then I really suggest you address it in a few sentences in your cover letter."

Fraser says overexplaining can be just as harmful as underexplaining. "Any candidate needs to make sure they explain any gaps very succinctly. There needs to be something there to not allow a prospective employer to speculate, but do it without going over the top.

"If you were unable to secure a new job, record that, but not going into any great detail. You might say your position was disestablished and give indications of what you did in the time [you were unemployed] - and in a positive sense," she says.

"That's where volunteer work can be good. You could say: 'While looking for the right permanent opportunity, I undertook volunteer work at ...' But don't just leave a gap. Explain it."

Fraser says she is seeing increasing numbers of unemployed people offering to work for nothing in an effort to get experience and bolster their chances of securing jobs.

"A number of clients have said they're getting regular calls from people across all disciplines asking if they can work for free, just to be working or to get some experience. They are probably picked up less often than it is offered."

Bailey says he always looks for community work in the CVs of potential staff and Career Services clients.

"It's a really good indicator of the skills they have and that they are looking to contribute. And a lot of jobs come through networks which volunteer work can bring."

He says volunteer work, like part-time or contract work, can also assist in getting people recognised - or keeping them visible - in the sector they want to work in and help them understand what jobs are available and the best ways to go about getting them.

The use of functional CVs - where applicants focus on their skills, rather than a timeline of previous employment - is being touted by many in the United States as a way around the issue of a patchy work history, but local reaction was less positive.

"I know some sectors such as the police historically look more at functional than chronological CVs," says Fraser. "But I don't see that happening here."

Bailey says having a functional CV quickly highlights your key skills and attributes, "but most employers want to see what you have done with your time in the workplace".

He favours a chronological CV, with "a very strong piece" at the front on your key strengths.

"That's an important marketing tool for yourself. The front part of the CV is the most looked at and if an employer is interested in what they find there, they will then need to have the full info."

The good news for those seeking jobs is that employers appear tobe being more lenient as thetough economic times bite.

"A couple of years ago when the economy was buoyant and there were plenty of jobs, I would have been looking more closely at why someone had a big gap in their work history," says Sharman Petch, senior consultant with recruitment firm Drake International.

"Two years ago, if I saw a gap of six months I would have been wanting to drill down into why that gap was there, but in this market you have to be more lenient. If it was a gap of 18 months, though, you'd be questioning that since things only really got tough around Christmas."

The length of time before gaps start raising eyebrows depends on a person's skill level, with Petch noting that senior roles can be harder to come by.

"Six months is quite a lengthy gap, but it depends on a candidate's background. If they were the chief financial officer of a company, there are not dozens of CFO roles out there at the moment, so in that situation it could be longer."

Adds Fraser: "The higher up the food chain, the fewer positions there are available. But on the flip side, they have so much experience that a longer gap in their work history shouldn't count against them."

All three caution employers against putting too much emphasis on gaps in a potential employee's work history during the recession.

"It's extraordinarily difficult economic times and people need to be flexible," says Bailey.

"Employers need to look for potential and look closely at what a candidate has to offer."

Adds Fraser: "Look at what someone has done previously that is relevant for the position and probe from there."