Long-term unemployment: How to explain it in a job interview

(MoneyWatch) 

The recent jobs report had mixed news: Overall unemployment levels have settled at a relatively lower 8.5 percent (despite a post-holiday jump), but 5.6 million Americans have been out of work longer than 6 months, and 3.9 million for more than a year.

When someone who has been out of the workforce for more than six months applies for a job, potential employers will have questions about that resume gap. I spoke to career strategist J.T. O'Donnell, author of CAREEREALISM: The Smart Approach to a Satisfying Career and founder of the virtual career center CareerHMO.com about how candidates should address these concerns.

Why is it important to explain long-term unemployment in a proactive way?

The reality is that recruiters and hiring managers will assume that you have a flaw or some other negative reason for your lack of work. Hiring managers and recruiters will expect you to hold yourself accountable and at least be able to articulate one or two solid reasons for this problem. In short, if you can't own up to what has happened to some degree, then the assumption will be you are flawed in your ability to see the situation for what it is. Moreover, you will be seen as someone who blames others for setbacks.

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Is mentioning the down economy a good reason?

In spite of the fact that the average length of unemployment in America is 10 months, you cannot use this excuse as your only reason for being unemployed for so long. This does not make you look unlucky but, rather, you appear as someone who feels victimized and helpless. So, a legitimate reason for being unemployed for this long is a combination of the current economy as well as mistakes made in the job search process. [This will] demonstrate professionalism and the ability to learn from mistakes.

How should you assure the interviewer that you're not out of touch with your industry?

Specifically, you should be able to explain the top challenges, changes and trends that are being experienced by your industry. This will show your commitment to your field and your desire to stay in it. Emphasizing freelance work or volunteer work is the ideal way to articulate that you have been making an effort to keep your skills current and contribute in some capacity. More importantly, this demonstrates that you understand the value of giving your time and energy as a way to continue growing yourself.

How important is confidence for a comeback from long-term unemployment?

Many individuals have lost their job through no fault of their own, yet they are experiencing a crisis of confidence in their abilities. Trying to hide that fear; even worse, not dealing with that fear will translate in your body language and facial expressions. In short, even if you think you're doing a fabulous job masking it, hiring managers will see through you. My advice is to work with a trusted mentor, or better still an experienced career coach, who can help you work through your feelings and get you to a place where you can talk about this of employment objectively.

Can humor help make light of your situation?

It takes a unique personality to be able to use humor when discussing long-term unemployment. Too much joking and lighthearted excuses will make it appear as if you don't really appreciate what has happened to you. Cracking jokes about the economy or mistakes you have made could also be misperceived as you blaming others for your situation. When it comes to long-term unemployment, accountability must be your mantra.

Any other tips to share on this important topic?

Avoid spending too much time with people in the same boat. You need to surround yourself with people who are working in your industry. The best way to do this is by joining groups on LinkedIn in your area of expertise, attending industry events, and setting up informational interviews with people working in positions that you aspire to. This will enable you to have meaningful conversations with peers, allowing you to showcase how you've stayed current in spite of the fact that you're between jobs. You'd be surprised at how many working professionals love to job it forward! Don't feel bad about asking for help -- the day will come when you can repay the favor.

[HurwitzStrategicStaffing]

The way to deal with long term unemployment is to be able to show recruiters and hiring managers that you are not the type of person who sits all day at the computer applying for jobs. You have to fill the gap in your resume. You do not need an explanation for your unemployment - in this economy it's assumed! But you do need to explain what you have been doing, what is within your power to control. So show that you are an individual who needs to be professionally stimulated, who can prioritize, and who puts their ego in check. There are a number of things you can do: (1) accept short-term assignments within your profession so you can say that you want to stay current, hone your skills, and be productive; (2) get a part-time job that helps to pays the bills (saying to a recruiter or employer, "I have bills to pay and don't let my ego get in the way" will give you bonus points); (3) take some courses to update your skills (especially learning new software); (4) volunteer so, as with point 1, you can show that you want to hone your skills but also explain that you like to be involved with something bigger than yourself, part of a team, and need to feel that you are contributing.

[EB111152]

Whoever wrote this article is seriously divorced from reality for a host of reasons. To suggest that the major reason someone is out of work for a long period of time is THEIR fault begs incredulity. Equally galling is the fact that in many instances people were let go for no other reason than A) too old, B) too expensive, C) Company mismanaged and sales decreasing, D) demand for their product or service too low.

To be out of work over 45 and guess what? So you will not be able to "address these questions" because you're disqualified. Secondly, if you're out of work with a large gap in your work companies will not call you in. I guess this is another reason you will not be able to "address" these issues.
My only hope is whoever wrote this article is shortly on the unemployment line for a long time. S(he) can make "good use" of this when s(he) also does not get any interviews. It will obviously be his or her fault!

[nygal28]

You shouldn't have to explain any gap in unemployment in this day and age. Hiring managers should be well aware of that.

[NeedsVacation]

Explain it in an interview? I wouldn't want to work for a company who's hiring department isn't aware of the current recession. You would have to have your head in the sand to not see this recession/depression.


It's unrealistic to believe the unemployment rate dropped by adding 200,000 jobs when we had 1,600,000 unemployment claims for December.

13 million accepted unemployment applicants in 2011 (actually claiming benefits)
1.6 million new jobs in 2011
(8 times more unemployment applicants than new jobs)

Not to mention 21 million active college students and 10 million undocumented unemployed
(23 Million total unemployed)

These numbers are dangerous and highly unsustainable.

[SUZAMBA]

Well J.T., excuse all of these people for being out of work, most for reasons that were out of their control, my Gosh, how dare they for not having a job sooner! Get real!! You are an idiot!

[DF68]

J.T. O'Donnell needs to get a real job rather than being a shallow, faux career advice shilling, out of touch, elitest, condescending b!tch.

[DF68]

People can't do much about being out of work in their field when their field isn't hiring. Case in point are these articles about how AZ tech companies aren't hiring even though there are more than enough current and former tech grads available for hire. So, J.T. can take her sanctimonious, out of touch, hypocritical, self-serving, book promoting advice and shove it.

-----

Lack of Arizona technology workers a myth, study finds
Phoenix Business Journal by Patrick O'Grady, Reporter
Date: Tuesday, December 6, 2011

http://preview.***********/7j8ncfk

Article excerpts:

Arizona has long been seen as lacking in science and technology workers, but a new study by the Arizona Technology Council finds there are plenty. They just need connections.

* Tech workers aren't making connections because AZ tech companies don't want to connect with them.

The study, "Arizona's Technology Workforce: Issues, Opportunities and Competitive Pressures," found that Arizona is no different than other Western states in the amount of technology workers it produces, but a better job needs to be done connecting industry with educational institutions to help find them.

* BS. All major for profit and non-profit colleges/universities have job placement assistance departments.

"Our instincts were that we were producing enough graduates, but it's a complex issue," said Michael Crow, president of ASU.

* Wishy-washy, watered down, political BS spew meant to not offend local "want something for nothing" tech companies from considering ASU grads.

The study, conducted by researchers at the L. William Seidman Research Institute at the W. P. Carey School of Business, found that while there were workers, there is a large disconnect between the universities producing that talent and the companies that are hiring them.

* AZ tech companies don't want to hire anyone they have to train. They want "zero down/zero investment" workers.

Among the findings through surveys and interviews with as many as 141 technology companies around the state were that companies often said they had trouble finding workers, but they were looking for highly skilled, specialized workers with two to three years of experience, and not recent graduates.

* The true problem: Unrealistic desires and expectations coupled with a lack of social and US economic responsibility by not wanting to invest in nor train entry level and 2nd tier experienced workers.

Molly Castelazo, a consultant on the study for ASU, said in follow-up interviews with companies, many said they were unaware of either university or workforce development programs that could help them find employees.

* BS. They're aware of them. They're just lying and ignoring them.


Arizona Technology Council
www.aztechcouncil.org

Arizona's Technology Workforce: Issues, Opportunities and Competitive Pressures: Executive Summary (pdf - 20 pgs.)

http://preview.***********/75xp5ux


Arizona's Technology Workforce: Issues, Opportunities and Competitive Pressures: Full Study (pdf - 170 pgs.)

http://preview.***********/7ob8l5s

[DF68]

Possible double post, but then this comment system is so slow to update:

Hiring difficult for high-tech firms
Scientists, engineers hard to find in Ariz., study says
The Arizona Republic
by J. Craig Anderson - Dec. 6, 2011

http://www.azcentral.com/arizonarepublic/business/articles/2011/12/06/20111206hiring-difficult-high-tech-firms.html


Lack of Arizona technology workers a myth, study finds
Phoenix Business Journal by Patrick O'Grady, Reporter
Date: Tuesday, December 6, 2011

http://www.bizjournals.com/phoenix/news/2011/12/06/lack-of-arizona-technology-workers-a.html?page=all


Arizona Technology Council
www.aztechcouncil.org

Arizona's Technology Workforce: Issues, Opportunities and Competitive Pressures: Executive Summary (pdf - 20 pgs.)

http://www.aztechcouncil.org/CWT/External/WCPages/WCWebContent/WebContentPage.aspx?ContentID=1133


Arizona's Technology Workforce: Issues, Opportunities and Competitive Pressures: Full Study (pdf - 170 pgs.)

http://www.aztechcouncil.org/CWT/External/WCPages/WCWebContent/WebContentPage.aspx?ContentID=1132