There was a time, not so long ago, that an unexplained year off in a resume would be enough to move a candidate into the rejection pile. In fact, a study conducted by ResumeGo.net in 2019 found that applicants who had gaps in their work history had a 45% lower chance of receiving an interview request than those who did not. After all, why take a risk on someone who may be lazy or unmotivated in their career when you could hire a candidate who's been a more consistent member of the workforce?

I shared a post on Instagram from @hr.shook that said “Take back HUMAN resources” placing an emphasis on the human part which hit me hard. I would need about thirty sets of hands to count all the times I’ve had to tell an employee “You’re not in trouble” or an employee exclaiming “I didn’t do it!” before a conversation in my office. So where did our field go wrong?

The termination. It’s usually the final part of the employee lifecycle. Sometimes it’s because an employee has decided to move on and other times, it’s because the employee has committed some type of misconduct. In cases of misconduct or an employee not being the right “fit” for the company or the position, I find that employers often want to put any and every infraction the employee did over the course of their employment into the reason for termination. I’m here to tell you don’t, and here’s why.

My days have been spent helping clients navigate the current economic landscape in the most business savvy and humane manner. They’re torn with keeping people working and keeping their doors open and the business afloat. Many business owners immediately think that layoffs are the appropriate response when business slows down but furloughs are an alternative that can provide more benefits to the employee and the employer.