There could be several reasons why some corporates may be hesitant to hire candidates who have gaps in their careers.
Here are some of the reasons mentioned below:
Skill gap: Depending on the length of the gap, candidates may have missed out on developments in their industry, new technologies, and best practices. As a result, they may not have the most up-to-date skills and knowledge, which could be a concern for some companies.
Unreliability: Employers may perceive candidates with career gaps as less reliable, less committed, and less able to meet work demands. They may question the candidate’s ability to commit to long-term projects and deadlines, which could affect the company’s bottom line.
Higher training cost: If the gap is significant, the company may need to invest resources in training the candidate to update their skills and knowledge, which could be a concern for some companies.
Perception of commitment: Employers may view career gaps as an indication that the candidate is not committed to their career, which may raise questions about their overall commitment to the job.
Competition: In some industries, there may be a surplus of qualified candidates, making it easier for employers to be selective and choose candidates who have continuous career experience.
It’s important to note that not all companies have the same views on career gaps, and some may even see it as an opportunity to hire diverse and experienced candidates. It’s always a good idea to address career gaps in your cover letter or during the interview to explain the reasons behind it and highlight any skills or experiences gained during that time.