Gaps in an Employment History

Q: Why are gaps in resumes such a big deal? I feel like my friends, family and co-workers spend so much time trying to justify the gaps, that they forget to focus on what they have accomplished in their career. Isn't it a very defensive approach to focus on the gaps?

A: You raise some interesting questions! I enjoyed thinking about how to the issues you pose.

Gaps in a resume can make an employer nervous about a candidate for a number of reasons. The candidate could have been fired for a performance or a theft issue. The candidate could have left a job quickly, leaving the employer in a difficult and unexpected predicament. Employers spend a fair amount of money orienting, on boarding and integrating a new employee. The employer expects an economic return (i.e., a fully capable employee) after a few months in most cases. If an employee leaves the company in just a few months, the employer has invested money which is now headed out the door as the new employee leaves.

I agree with your sentiment though. Sometimes there are justifiable reasons for gaps. An example of an acceptable gap could be caring for seriously ill relative or returning to school to complete a degree or a certificate program.

Gaps should not be the focus during an interview. However, gaps should be explainable. A reasonable response to a question about a gap in a candidate's employment history would be: "I spent 13 years at ABC Company and then my mother became very ill. I took one year off to care for her. I returned to the workforce in 2012 and quickly found a new role at XYZ Company and I have been there for three years now." Notice how I highlight the stability and commitment of my role at ABC, mention the time I spent caring for my mother, and then re-focus my comments back to my current role at XYZ. It is wise not to hide a gap but also not to dwell upon it.

Pattie Hunt Sinacole is a human resources expert and works for First Beacon Group in Hopkinton, an HR consulting firm. She contributes weekly to Boston.com Jobs and the Boston Sunday Globe Money & Careers section.

Addressing Food Hygiene Issues with a New Employee

Q: I work in a small office of smart professionals. Most of my colleagues are respectful and likable. We just hired our tenth employee and the early signs are discouraging. We never had a problem with people picking up after themselves in the kitchen and she will leave her dirty dishes there for days. She will not make a new pot of coffee when she has drained the last one. Her cubicle is already filled with food items, including old bags of popcorn. We have a pregnant colleague who has to leave the office if our newcomer uses the microwave to cook her fish. At times, we have clients in our office. I cringe thinking about having to explain the odors. I hate having to deal with this. She is ruining our formerly harmonious office environment!

A: Sometimes basic manners are assumed. However, the lack of such manners creates friction, especially when historically there has been a positive and clean work environment.

My advice: nip it in the bud before she assumes her behavior is acceptable. I have clients who leave notes above the sink "Dirty dishes will be deposited in the trash if still in the sink at 5pm." Or "Make a new pot of coffee if you pour the last cup." However, I prefer the more direct approach. "Sarah, since you started working here, our kitchen area seems to have suffered. Can you clean your dirty dishes and also make a new pot of coffee if you finish the last one?" If a few colleagues mention these issues, you may see an improvement. Plus, she is creating a perfect environment for vermin, rodents, ants, oh yuck. Her manager should have a talk with her about her office too. Once you start attracting critters, it becomes a challenge to have them look elsewhere for food.

Your pregnant colleague should not have to leave the office either! Mention to "Sarah" that foods that produce strong odors should probably not be brought to the office. A fishy smell can travel. It would not make a great impression if a client walked in.

If your new colleague hears this feedback from several sources, she may realize that she is not earning any respect from her colleagues on the food hygiene front!

Pattie Hunt Sinacole is a human resources expert and works for First Beacon Group in Hopkinton, an HR consulting firm. She contributes weekly to Boston.com Jobs and the Boston Sunday Globe Money & Careers section.

Mon 3/23 Tewksbury Job Seekers Network: A Practical Guide To Landing A Job In Today’s Employment Market

Join the Boston Globe's "Job Doc" Patricia Hunt Sinacole for her talk, "A Practical Guide To Landing A Job In Today's Employment Market" on Monday, March 23 at 2:00-3:00pm at the Tewksbury Library (300 Chandler St., Tewksbury, MA 01876). Whether you are a professional in-between positions, re-entering the work force, or searching for a new career path, finding your way in the current job market can be difficult.  This interactive session will be packed with information to help you become more productive, including: the use/misuse of social media in a search; networking tips; a job hunter's elevator speech, resumes and references; and job search statistics.  Patricia is the CEO and Founder of First Beacon Group LLC, a Human Resources consulting firm that provides HR services to a wide variety of companies.  There will be time for networking after the presentation.  Limited to 25 seats. Sponsored by the Friends of the Library. Read more on the library website.

Job Doc chat with Pattie Hunt Sinacole @ Boston.com 3-16-15

This week Pattie answered questions about what to do when you are more knowledgeable than your manager about something, how to handle it when your new boss keeps asking for things at the last minute, whether your company can legally make you use a vacation day on a snow day, how to negotiate for more vacation days when accepting a job offer, what is the best way for a 60 year old to land a new job, accepting a job offer you previously turned down, being required to take long online personality tests when applying for a job, and more... Read the transcript at http://www.boston.com/jobs/news/jobdoc/2015/03/job_doc_chat_with_pattie_hunt_11.html.


Pattie Hunt Sinacole is a human resources expert and works for First Beacon Group in Hopkinton, an HR consulting firm. She contributes weekly to Boston.com Jobs and the Boston Sunday Globe Money & Careers section.

A Response to "Tell Me About Yourself"

Q: During an interview, please give me guidance on how to answer the question, "Tell me about yourself." I find this question perplexing and overwhelming. I don't want to start with where I was raised, my academic schooling, where I live, etc. How should it be answered?

A: Great question! First, start with an overall summary of you as a professional, but tailor to the position of interest. One possible response might be: "I am a seasoned project manager, who enjoys both the strategy elements of project management as well as the tactical parts of project management. I like bringing projects to completion on time and on budget. My academic background is in information technology and that training always seems to be helpful when understanding how systems can move a project forward. For example, in my last role at ABC, I was able to introduce a system that I had used in the past, GHI. GHI was ideal for our needs. We were able to eliminate a lot of costing estimate errors, which often hinder a project."

Notice, I didn't mention my childhood, where I grew up, where I live or how many children I have. This question is an opportunity to focus the interview on your strengths and why they should hire you as a candidate. An overview is provided. Then, I offer what every employer wants -- on time and on budget! I give a taste of my academic background and then move on to how it is helpful in my professional life. Then, I share an example of how I contributed something tangible in my last role.

Now the interviewer can ask about your academic background, the system you introduced, or if you managed a team. You should be prepared for a follow-up question on any of these topics.

It is smart to be prepared for this question. Many interviewers use it to kick off an interview. Practice a response a few times. You want a response to sound natural, but not robotic.

Pattie Hunt Sinacole is a human resources expert and works for First Beacon Group in Hopkinton, an HR consulting firm. She contributes weekly to Boston.com Jobs and the Boston Sunday Globe Money & Careers section.

Career options for recent nursing grad

Q: I just graduated In December with a BSN (Bachelor's of Nursing) degree. Unfortunately I don't see myself working in a physician's office or a hospital. However, I am very interested in the life sciences/biotech industry. What roles are available to me?

A: Congratulations on your recent degree! A BSN can be a valuable stepping stone to a wide variety of careers.

I consulted Laurie Halloran, President and CEO of Halloran Consulting Group. Halloran Consulting Group provides expertise to a wide range of biotech, life sciences and medical device clients. Ms. Halloran shares, "The best and fastest route to a career in life science with a BSN is to get your entry within an academic institution as a clinical study nurse and/or study coordinator. While it is an entry level job, the skills you will learn can transfer to an industry position, or can serve you well in the potential promotional paths within the institution with research management. There are a lot of local institutions that conduct clinical trials, and are open to on-the-job training for qualified candidates. You will learn the conduct and regulation of clinical research practices, and you will have exposure to the clinical research associates who work with pharmaceutical and medical device companies, which may offer you some introductions into the higher paid industry positions."

Your undergraduate institution, specifically the career services office, may be a good source of job leads within academia. Additionally, you have probably developed contacts with professors who may be willing to share valuable connections within academic institutions.

Finally, be certain to invest time building your LinkedIn profile. Recruiters often use LinkedIn as a source of candidates for their company and/or clients. Join groups relevant to your career interests. You want to be found by those looking for strong candidates!

Pattie Hunt Sinacole is a human resources expert and works for First Beacon Group in Hopkinton, an HR consulting firm. She contributes weekly to Boston.com Jobs and the Boston Sunday Globe Money & Careers section.

Job Doc chat with Pattie Hunt Sinacole @ Boston.com 3-2-15

This week Pattie answered questions about getting a reference from your current supervisor when you don't want them to know that you are looking for a new job, finding a Boston area recruiting firm, finding a company with a more respectful atmosphere in the office, how to write a resume when changing jobs after 13 years, claiming a referral bonus when you do not know the person very well, and more... Read the transcript at http://www.boston.com/jobs/news/jobdoc/2015/02/job_doc_chat_with_pattie_hunt_10.html.

Pattie Hunt Sinacole is a human resources expert and works for First Beacon Group in Hopkinton, an HR consulting firm. She contributes weekly to Boston.com Jobs and the Boston Sunday Globe Money & Careers section.

A Negative Facebook Post by a Restaurant Employee

Q: I work at a small restaurant. I really enjoy my job. I am not an expert but the kitchen seems unclean. Recently I posted a comment and a picture on Facebook saying that the chicken was gross and undercooked. A co-worker says I could be fired. I say it is free speech. Which do you think?

A: Social media certainly has created quite a bit of confusion when it comes to expressing our views about our employers. Employee and employers alike are trying to determine what is appropriate and what is not.

Your co-worker is right. If you are an at-will employee, your employer could terminate you because of a negative post about their food on Facebook. According to Jeffrey Dretler, a partner at Fisher & Phillips LLP, "The Free Speech clause of the First Amendment to the U.S. Constitution does protect your right to speak your mind, but your employer also has a right not to employ workers that are openly critical of its product which could lead to a loss of business or hurt its reputation. The Free Speech clause does provide some protection to a public sector employee who speaks out in his or her individual capacity about a matter of public concern, but that does not seem applicable to your situation."

When I read your question, I thought about why you wouldn't approach the owner about your concern. If the owner was not responsive, wouldn't it make sense to contact the local board of health? My concern is around the health and well-being of customers, not just complaining about your employer.

Dretler offers some sage advice, "When posting comments on social media remember that speech or conduct on social media enjoys just as much, or just as little, protection as other kinds of speech or conduct. The risk, and benefit, of social media is that content is often widely disseminated, even when you may have intended to only share it with your 'Friends' or contacts. If you wouldn’t say it to your employer directly, the best practice is to think twice before posting it on social media."

Pattie Hunt Sinacole is a human resources expert and works for First Beacon Group in Hopkinton, an HR consulting firm. She contributes weekly to Boston.com Jobs and the Boston Sunday Globe Money & Careers section.