Why should HR pay attention to the "workplace window" of employees?

It is difficult for a friend to find a job again after leaving his job for half a year, and even HR questioned the vacancy period in the workplace. For example, why did you leave your job for such a long time, and what did you do during the empty window? How is this window period arranged? What makes you want to go back to the workplace again, and so on. In fact, as long as you have a "job vacancy period", you will be asked questions about the vacancy period. Let's talk about the "window period of the workplace."

1.hrWhy do you pay attention to the "workplace window"

During the interview, HR will evaluate and analyze the job seeker's work ability, professional skills and window gap. However, HR pays attention to the vacancy period of job seekers, mainly focusing on three points:

(1) Is the adaptability of job seekers low?

Job seekers have not been at work for a long time, and it will definitely take some time to get used to it when they return to work. On the other hand, companies may face higher costs. For example, many working mothers choose to leave the workplace for 2-3 years in order to take care of their children. Children will not consider returning to the workplace until they go to kindergarten. HR will worry about whether working mothers can still adapt to the pace of work; Whether it needs longer training; After the company put into training, working mothers encounter family problems, whether to continue working or resign and go home.

(2) Is the stability of job seekers not high?

HR recruiting a person needs to go through various preparations. First, write the recruitment copy, then publish the recruitment information on various job websites, then negotiate with job seekers, and finally send the admission notice. If a job seeker resigns after 1 month, HR will re-recruit, even be criticized by the employing department, and will recruit a person who resigned before the probation period expires. In addition, some professionals who dare to "naked resignation" are used to resigning and running away when they disagree. They usually have a good economic foundation and pursue flexible working methods. If the job seekers you recruit are more casual in job hunting, then HR is more likely to face re-recruitment. Stability is the core issue that HR pays attention to. For a new employee, the company needs to invest in the training of new employees. Because newcomers will understand the company and be familiar with the company's business after training.

(3) Is the job seeker's working ability not high?

If a job seeker has no job for a long time, HR will wonder if this person is incompetent and can't find a job; Still too demanding on the job, resulting in no new job. If HR looks at the resumes of job seekers, it is found that they have worked in each company for a short time. In this case, HR is not willing to take the risk of recruiting such job seekers, and HR would rather re-interview new job seekers. Vacancy is a period that almost all job seekers have. When a job seeker has a job vacancy, HR will consider whether the job seeker meets the requirements of job application from the above three aspects.

2. Job seekers learn 3 tricks to calmly deal with the "empty window period in the workplace"

(1) The resume is true.

Honesty is the basis of establishing trust between job seekers and employers. Don't be afraid that the "workplace window period" will be rejected by HR, just fill in the "window period" content on your resume. Because of the fake resume, I will be very nervous during the interview, and the conversation with HR will be full of mistakes. Even if HR doesn't mind the vacancy period after the job interview, when HR conducts background investigation and finds that the job seeker's own experience is inconsistent with the resume description, HR will definitely refuse without hesitation. False resumes touch the bottom line of honesty. If you really don't continue to study and improve your personal ability during the gap, job seekers should tell the truth, and HR will prefer honest job seekers.

(2) Improve the matching degree between resume and applied position.

The matching degree of resume is an important factor that directly affects whether a job seeker can get an interview or an admission notice. Job seekers want to turn the "empty window period" into their own extra points. It is important to show some unique characteristics related to job applications in their resumes. For example, in your resume, write more skills that match the position you are applying for, your own advantages in the position you are applying for, and so on. Don't rush to apply for a job if the resume content of the job seeker doesn't match the job position. You might as well take the time to learn more about the relevant skills of the job first. Improve your resume after learning skills and improve the matching degree between your resume and the position you are applying for.

(3) During the interview, demonstrate the use of "workplace gap" to improve personal skills.

HR doesn't want to recruit job seekers with "job vacancies", mainly because they are worried about the decline of job seekers' working ability and professional ability, and whether it will be difficult to improve after returning to the workplace. If job seekers can show their personal growth to HR during the gap period, it is easy to dispel HR's concerns. Linlin used to be a financial cashier. After resigning for half a year, she chose to apply for a financial accounting position. During the interview, she took the initiative to tell HR that she took part in the accounting training of Shaanxi Geyalei Education Technology Co., Ltd. during the accounting training, she systematically mastered the accounting knowledge system and obtained the accounting certificate. According to HR, Linlin is not only full of energy, but also constantly improves his skills, which will definitely bring benefits to the company. Later, Linlin succeeded in the interview.

Half a year's "empty window in the workplace" has become her plus point. Therefore, job seekers should never lie flat in the "empty window period", but must arrange their own time and constantly improve their work ability. There is inevitably a "window period" in the workplace. Whether an enterprise accepts a job seeker with a "window period" mainly depends on whether this "window period" enhances the job seeker's own value and how much value the job seeker can provide for the job. Job seekers can honestly face their "job vacancy period" and actively improve their personal skills during this period, which will help turn the "job vacancy period" into a plus item, thus enhancing their competitiveness in the workplace. Have you ever experienced a "career gap"?