{"id":39629,"date":"2022-04-08T14:29:00","date_gmt":"2022-04-08T12:29:00","guid":{"rendered":"https:\/\/lifeed.io\/?p=39629"},"modified":"2022-07-20T16:22:49","modified_gmt":"2022-07-20T14:22:49","slug":"career-breaks-life-events-also-count-on-your-cv","status":"publish","type":"post","link":"https:\/\/lifeed.io\/en\/career-breaks-life-events-also-count-on-your-cv\/","title":{"rendered":"\u201cCareer breaks\u201d, life events also count on your CV"},"content":{"rendered":"\n

As of March 2022, more than 700 million people worldwide have obtained a new right: the right to productive absence<\/strong>. The only actor with the power to implement this quickly around the world, through a simultaneously political and cultural operation, was LinkedIn<\/strong>. And it has done so: it has in fact inaugurated the era of \u201ccareer breaks<\/strong>\u201d, activating in its profiling the possibility of filling old gaps with definitions, thus providing working life with a new vocabulary.<\/p>\n\n\n\n

Indeed, in referring to them as \u201ccareer breaks<\/strong>\u201d, it uses a term semantically more akin to interruption than interval. The English language then, miraculously, allows them to be interpreted both as breaks in a career and as breaks \u201cfor the purpose\u201d of a career<\/strong>. This is perhaps the reason that the term not been translated into Italian, thus retaining the privilege of ambiguity..<\/p>\n\n\n\n

\n
discover lifeed’s #MYREALCV campaign<\/a><\/div>\n<\/div>\n\n\n\n

In making this choice, LinkedIn also made several others, all quite significant for work culture. First of all, it chose which categories to include under the umbrella of career breaks<\/strong>, thus legitimising a series of life events while giving it a name that was inclusive and semi-comprehensive of all possibilities.<\/p>\n\n\n\n

The 13 LinkedIn categories<\/strong><\/h2>\n\n\n\n

The amount of effort put in can be seen in the number of categories from which it is now possible to choose: the taxonomy of life transitions inaugurated by LinkedIn consists of just 13 options<\/strong> whereas, if any of us were to list the number of expected and unforeseen events that can divert us from our career (itself a word ultimately derived from a word for wagon and indicating the road laid out for it), we would come up with at least 50 definitions.<\/p>\n\n\n\n

This is a clear indication of the amount of work put in: the 13 LinkedIn categories are divided almost equally between family, work and the personal dimension<\/strong>, in some cases with a certain specificity and in others with an openness that does not, however, cloud their meaning. Here they are (note that even in Italy they are listed in English):<\/p>\n\n\n\n

1. bereavement
2. career transition
3. caregiving
4. full-time parenting
5. gap year
6. layoff\/position eliminated
7. health and well-being
8. personal goal pursuit
9. professional development
10. relocation
11. retirement
12. travel
13. voluntary work<\/p>\n\n\n\n

The second choice was to present these options in a new way: by showing \u2013 based on the data \u2013 that 62% of workers have had periods of absence in the past and that a further 35% already know that they will have them in the future, LinkedIn in fact points out that this constitutes a stigma at the time of return to work<\/strong>, not least because one in five managers openly state that they would reject this type of candidate out of hand.<\/p>\n\n\n\n

Breaking stereotypes is the first step<\/strong><\/h2>\n\n\n\n

Rejection then goes well beyond this 20% of managers: the road to get \u201cback on track\u201d is tortuous for many other reasons, whether overt or not. To all intents and purposes, this is a huge pool of talent<\/strong> that ends up in a grey area of assessment due to a cultural stereotype that sees people divided up according to their different uses: with this view, if the area used for clerical work is \u201cswitched off\u201d, there is nothing else to see, evaluate, measure.<\/p>\n\n\n\n

LinkedIn therefore recommends being able to look at people in their entirety<\/strong> and reveals that 51% of managers would reconsider the same previously rejected candidate if they knew \u201cwhy\u201d they have that break on their CV.<\/p>\n\n\n\n

This means seeing us better and in more depth, to break the stereotype of \u201cnothing here\u201d<\/strong> through a richer and more accurate account of our lives. This sounds easy to say. The problem is that stereotypes thrive above all in times of urgency and uncertainty: they are always effective shortcuts, they produce known errors and are protected by all the tools, procedures and conventions that they have generated over the years.<\/p>\n\n\n\n

LinkedIn\u2019s recommendation is therefore to sharpen one\u2019s eyesight to be able to recognise the skills that these breaks have generated<\/strong> simply because they are intense life experiences.<\/p>\n\n\n\n

The original article was written by Riccarda Zezza and published on AlleyOop, the blog of Il Sole 24 Ore. To read the full article, click here.<\/a><\/em><\/p>\n","protected":false},"excerpt":{"rendered":"

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