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Would you hire this person?

Updated on April 2, 2012

Because of the unemployment rates creating gaps and\or short periods of employment in many of the 12 million unemployed or have stopped looking to a degree, I thought, it would be helpful to pose what is probably a typical resume. It may or may not be, but it is one of several resume examples. The job posted is for a Hardware Engineer with at least two years experience.

The person is a hardware engineer. The job posting requires various skills of which this applicant has some of, but not all. Some skills or applications listed are dated or standard, but not all. You have met with the person and they interviewed fine, not a stand out, but the applicant asked lots of questions relating to the job. They knew what the company did and their products. Visually, a 55-60 aged person with gray hair. Most of your engineers are 35 and younger. Salary was discussed and they seemed fine with it. The person came across as capable for the position, ramp up time might be required for some skills or applications he did not have. Not counting unemployment, total years experience is seven years.

After they left the interview room, you look at the resume. This is where you have problems. Obviously, his work history since 2009, is spotty and with gaps. The longest contract job they held was for six months, the shortest, three months. They even took a job with the US Census for low wages for several months as a Crew Leader\Trainer. Except for the Census, which was obvious it was just to make ends meet, all the other jobs were in their field. The last contract they had was six months ago. Judging from the information on the resume, you assume the person probably had over a year of unemployment when looking at the gaps.

You know their commute will be a good 45 min, one way, but they seem not to be bothered by this, yet, you know from experience it could be if gas rises more. After calling the former employers, they would only acknowledge dates of employment and wage\job duties. When you asked about rehiring them, the HR person would only repeat dates etc.You sort of expected this. You were unable to make contact with references he listed. As the hiring manager, you have others with little commute, have similar skills, some with more, but less experience in the job function. Some of these have employment gaps, some don't. Most are younger. Some you like, some you don't.

Would you hire this person? If no, why not?

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    • perrya profile imageAUTHOR

      perrya 

      6 years ago

      Since only a few have responded, hard to tell.

    • flacoinohio profile image

      flacoinohio 

      6 years ago from Ohio

      So what was the final decision about this applicant?

    • flacoinohio profile image

      flacoinohio 

      6 years ago from Ohio

      I guess it would depend on his explanation of the gaps, hiring new employees is much like gambling, if you put all of your chips on the wrong number you can lose it all. I guess I would hire if his explanation was a rational explanation and not a jumbled mix of excuses and his qualifications met the criterion needed to perform his duties. You did mention that his references were not available for inquiry and that his previous employers would not answer your questions out side of what the law allows. This may be a warning to you that this person may not be the right fit for your company. One of the most important questions many people want to ask is would you rehire this person, which cannot be asked in this form. Your question about rehire should be modified from, "Would you rehire this person?", to "Is this individual eligible for rehire with your company?" it is a yes or no question and it does not require an opinion. If you have the opportunity for another followup interview, ask opened ended questions that require the applicant to talk more, the more a person talks the more you learn about them. A well practiced applicant can fool interviewers because they aready know what que3stions are going to be asked. Asking questions based on their answers also helps you to get them to talk more.

    • perrya profile imageAUTHOR

      perrya 

      6 years ago

      Yeah, forgot about credit. What if the credit is good, though. I suspect the gaps would end the chances because I think employers equate gaps to negative reasons.

    • flacoinohio profile image

      flacoinohio 

      6 years ago from Ohio

      Run his credit report, if his credit is bad, then HR doesn't have to even bother reading the resume or question the gaps in work history or the commute. Legal discrimination makes things so much easier these days.

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