When it comes to employment background check, the human resource is keen about the details of the applicants’ dossier, even the minuscule ones.
Perhaps one of the most seemingly insignificant aspects of an applicant’s documents has something to do with their employment history. The thing that most of the ordinary job applicants do not always expect is how the gaps in their employment history could truly make a difference in their next application. It may not seem important for the candidates themselves, but the employment history they disclosed in their dossier could even determine the judgment that the company’s human resource personnel or outsourcing HR support agencies will make regarding their intention to work.
An extensive list of job experience may seem a good report for some. However, having a long list of jobs could also mean something negative to a wary industry that requires employees who are loyal and steadfast. It simply does not bode well to some esteemed corporations that a candidate is “probably being fired more than ten times” in their employment history. A keen human resource personnel could tell this by the way the dates seem to separate from each other.
What is important in the eyes of the human resource personnel, especially those who are meticulous about checking the gaps in employment history, comes in two categories – term and tenure. The term describes the period gap between one work experience and another. The tenure, however, describes the duration or period of appointment of the candidate’s service in a certain company or industry.
A perceptive manager knows that the best candidate in their human resource records is someone with a reasonable gap in their working history terms and very long tenure in many of their previous careers. Even without trying to elicit a convincing answer in the job interview, the long tenure explains how one candidate did not always necessarily part with the previous jobs in bad terms.
Almost all industries have a habit of firing poor workers at an earlier period. It saves them from further damages that the lack of decent performance an ill-repute worker could cause. It may not always hold true that employees who resigned early are fired, but such is a popular impression that is often being introduced to new human resource managements who see this trend in their records. Also, a very long gap between employments illustrated in the records may also indicate a very bad impression among the surveying human resource personnel. To them, it could usually mean that the candidate was either too poorly-rated that he or she took a very long time to get another job, or the candidate in question may have simply been idling a long time before deciding to take another job.
There could be a number of valid reasons as to why the term in the employment gap is too protracted. However, one thing certain about extensive lull between jobs is that such a record would always appear questionable and mysterious. Any HR system wants certainty in their applicant’s records, for it reflects the certainty of his or her job performance.