Do managers need to exercise caution when hiring candidates who've been unemployed for over a year?

Hi, Most managers take into consideration that the candidate has been unemployed for over a year.
This will make them keep the candidate as a last choice depending on how good the CV is and well they did in the interview.
Some managers would like to be fair especially when choosing among people and experiences this is why they created tests and assessments.
In corporate tests and assessments, candidates would have to state their knowledge, piece of their personality and the culture they follow.
In my opinion, companies who follow those recruitment strategies can hardly go wrong in recruiting the right people for their organization no matter how long has a candidate been jobless.
Thank you Regards,

Often some candidates need to take a break from employment for very urgent or personal reasons.
It has been observed that these candidates do return to the corporate world for employment after ensuring that they have tied up loose ends on the personal front.
Managers may have concerns about the candidates break in employment, which should be raised as a question during the initial screening or during the interview process.
Also the gaps of unemployment must be vetted through Employment Verification for company records.
Such Caution exercised prior to selection would aid the Manager and the Company tremendously.
If and only if the candidate is able to justify the reason for his/her employment break and if he/she meets the company's recruitment process requirements, must the manager consider selecting the candidate.

I think it should be a critical concern when these breaks / gaps are not well justified , because in that case,this candidate is a job hopper and there's a huge risk in hiring them.
Probing more is always they key once you get this interest in any profile you come across.

It Doesn't Matter, whether to hire the candidate if its in unemployment state for being a year, as far as the candidate is right one, if he/she should possesses all that essential skills that company is looking for, why not to choose that right candidate.

Dear Ms. Jaison

In cases where candidate having break after last assignment, must be identified what is reason behind unemployed, if reason is termination or resignation due to disciplinary or legal issues it must be consider during selection process

 

Warm Regard

Anurag   

Yes! Might be manager appoint him if he/she unemployed over an year.
But the experiences which he had in his previous companies are important to refer his approval.
If his employment history has merely changes before than I am sure he will not get a better offer as to see his a long gap of one year.
Rest his luck.