CV gap check
Analysis of periods without registered employment
A CV gap check analyses periods without registered employment in the candidate's work history. The system identifies uncovered periods automatically, and gives the candidate the opportunity to explain gaps directly in the process.
Why it matters
Why is this relevant?
A gap in a CV isn't necessarily problematic. Many people have periods of study, parental leave, illness or job searching. By giving the candidate the opportunity to explain gaps directly in the process, you ensure a more complete picture — and avoid being left with unanswered questions.
- Automatic identification
The system sorts employment periods chronologically and identifies uncovered gaps without manual work.
- The candidate explains themselves
Each gap is presented with start and end dates. The candidate must provide an explanation before the process continues — you don't need to ask later.
- Facts, not conclusions
Right Person does not determine whether a gap is disqualifying. We present facts and the candidate's explanation; the organisation assesses relevance for the role.
Slik virker det
The candidate registers work experience: The candidate fills in their employment history digitally.
Automatic analysis: The system sorts employment periods chronologically and identifies uncovered gaps.
Explanation from the candidate: If gaps are detected, the candidate must provide an explanation before the process continues.
Report ready: You receive a report with start and end dates, duration and the candidate's explanation for each gap.
What's included
What we check
- Start date and end date for each uncovered period
- Duration of the gap
- The candidate's own explanation
- Any note and severity level set by Right Person
- If no gaps are detected, the check completes automatically
- The time period runs from the first stated employer until the check is completed
Why it works
What you actually get out of it
Complete picture of employment history
We identify periods not covered by employment, so you can make an informed assessment, not a guess.
Context directly from the candidate
The candidate provides the explanation themselves, in the process. You don't end up with unanswered questions, and the candidate avoids a follow-up conversation.
The organisation assesses relevance
Right Person does not determine whether a gap is disqualifying. We present facts and explanation; you as data controller assess whether the gap is relevant for the role.
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