Ask a Recruiter: Should Candidates Disclose Their Side Gigs?

Side gigs are becoming more and more prevalent, with one recent study showing that 1 in 4 Canadians have one. As far as employers are concerned, these ‘side hustles’ can be a distraction, stealing the focus, or even the loyalty of their employees. But are there advantages as well? Should candidates disclose their side hustles during the interview process? Should employers ask? Let’s take a look.

Are Employers Allowed to Ask About Side Gigs?

“I have a client who made it part of their offer letter that, per the employee agreement, they would need to formally notify the employer if they had any job on the side,” says Senior Recruiter Vanessa Cox.

Canadian companies are free to include employment contract clauses that prohibit employees from taking on side gigs without company approval if they wish to do so. (STL) With so many Canadians having a side gig, prohibitive clauses obviously shrink the talent pool from which companies can draw. Nonetheless, some choose to have them and are within their rights to do so.

Side Gigs Mustn’t Distract Employees from their Primary Job

What’s more common is for companies to have a provision that prohibits staff from focussing on side gigs during hours of work.

“Candidates should be willing to assure their employers that their commitment will be to their job, first and foremost,” says Goldbeck Recruiting President Henry Goldbeck. “If you happen to have a small business or second job on the side, they’re likely to understand with that reassurance.”

On the other hand, some side hustles are too involved to ignore. Cox recalls dealing with a candidate who moonlighted as a realtor.

“He didn’t want to let go of that position, but it requires evening weekends and showings, as well as admin work, which often happens during weekdays,” she says. “You have to be readily available for your clients, which can conflict with work hours.”

Side Hustles Present Potential for Conflicts of Interest

If a candidate’s side gig competes directly with the employer’s business, it can create a situation where personal interests clash with those of the employer. For this reason, it’s a good idea to disclose these conflicts, or better yet, avoid them.

“If you work for a competitor, or have your own business that could compete for clients, this is a situation that should be addressed and in most cases will not be acceptable to the employer.,” says Cox.  “In this case it would be better to be transparent and risk not being accepted for the new position than to start the job and be let go for not disclosing it.” 

Can a Side Gig Make a Candidate More Attractive?

On the bright side, sometimes a side gig can be considered beneficial. Not only do side hustles show initiative, but they help people develop a diverse range of skills. They can improve employee satisfaction and well-being. On top of all that, they can simply be cool.

“Sometimes a side hustle will involve something interesting or exciting,” says Goldbeck. “A hiring company might be enthused to learn about it. Also, a side job is a sign of a healthy work ethic and initiative, which is an advantage for the employer.”

Cox presented such a candidate to the client with the policy requiring written notification.

“My candidate works part-time in the film industry,” she explains. “She was forthright about it during her conversation with the President of the company. He found it interesting, was totally fine with it, and didn’t need it in writing.”

Should a Candidate Disclose Their Side Gig?

In most cases, an employer won’t ask about side gigs and it may not be necessary for candidates to disclose the information voluntarily. If the side gig demonstrates aptitudes that relate to the job, then discussing it may be to the candidate’s benefit. It’s also important to have the conversation if the candidate will be seeking special allowances to accommodate their side gig. In this case, it’s a potentially detrimental, but necessary topic to discuss.

Ultimately, it boils down to a judgement call, where a candidate must weigh the pros and cons of full disclosure and decide their best course of action.