A lot has been talked about this particular category of people. Currently there are more number of job seekers in the markets against the available positions. Employers tend to on board resources with competitive skill sets to the best they can. In this attempt of hiring valuable resources they tend to ignore these particular segment of people who are not only competent but also actively looking for a change. Recruiters have various perspectives in their minds while making hiring decisions and when there is a question of hiring unemployed these perspectives often multiply in their minds. But something worth noteworthy is very interesting about them. The myths and facts.

The Myths

1. They are not consistent.
Nothing is constant in life. not the position nor the job you are in to currently. Once the engagement is over you will have to look after another project within your current organization. People often sideline these category of people stating they are inconsistent. Even if a interview is scheduled there are treated very badly with discriminated nature.

2. They are unable to handle situations.
Situation handling is not everyone’s cup of tea and not every situation could be handled equally. It is the situation and the person ability which has to synced to workout this parameter. You can’t judge a person on his past work history as you are unaware about his job challenges.

3. They have lost their credibility.
Who are you to judge they have lost their credibility without even interviewing them? Resume is just a piece of paper. Every organization work on different set of work culture. So how can you say that they have lost their credibility. Have you even given them a task to complete ?

4.They would face challenges in readopting themselves with the current workforce.
This is the height of assumptions. In this disruptive world even senior managers are found incompetent in adapting themselves to the situations then how can you say they won’t be able to adapt themselves. They have experience which is gained by doing some qualitative and quantitative work. No organization would keep them employed for so long without doing any work.

5.Their skills are no longer needed.
Well this is something you need to work out with your hiring requirements. If this matches his experience then this should not be assumed as well. Even the latest technologies like Big Data and Cloud needed at least two years for wide adoption.

The Facts

1.They are cheaper to hire.
Hard to digest but its true. They are cheaper to hire considering a similar profile from a reputed organization with continuous employment. Who knows that the person whom you have hired considering his continuous employment has never worked on any challenging assignments or he was responsible for failure of a project.

2.They are eager to start.
Yes. They have a high energy to start with a project ASAP to put their skills on test. The risk that needs to be calculated here is their ability to handle the systems with the prescribed set of standards for any security vulnerability.

3.They are self upgraded.
Unemployment period is a time when everyone tends to explore the unexplored areas of their careers. This takes them to the path of self up gradation where they push their limits to learn new technologies. This is their own investment in terms of both Time and Capital. Try en-cashing this fact.

4.They are extra trained.
Yes. In the quest of learning something new they are often extra trained. Something that is note worthy here is not all skill sets of them would be useful to your requirements. But evaluate on the skill sets that are needed by you.Try to score them based on those parameters.

5.They come with fresh perspectives.
Since they have worked with many companies earlier they are good to start form day one itself. At the same time they have a exceptional judgmental ability to identify the right piece of information at the right time. Their perspective have a calculative view on the success and failure of the process. This is something that comes from within.

Hope after reading this, HR Team would consider hiring the chosen one who are often being cornered during the recruitment life cycle.

Happy Reading!