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The scenario: If you were fired from a job many years ago that you worked at for about 1 year.
Do you still leave the # to the Director's office, so that future employers can call and confirm that work was completed there? Or do you just leave it off and never discuss?
The person was fired because she didn't get along with the abusive supervisor. It was labeled "personality conflict".
Location: Jonquil City (aka Smyrna) Georgia- by Atlanta
16,259 posts, read 24,754,704 times
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Put down all details with an explanation, take with you your job evaluations showing that you did good work and give them the name and number of an employee at the old job who will vouch for you.
I wouldn't list that job, I would come up with something else for that time period in your life. I can tell you from experience that they will skip over you once they find out you were fired. I had something similar happen to me.
I would do the same,dont list that job on your application,if they ask what you did in that period of unemployment tell them you were concentrating on school or taking care of your sick family member or something like that.
I would call the employer you were fired from and see what they say about you. If they say you were fired or are ineligible for rehire, I would call the HR Director and ask them nicely to say that you quit or were laid off in a corporate reorganization and not to give out any more information. If that does not work hire an attorney for a few hours to write a letter to the employer and say that you will sue if any negative information is given. That will work. Employers in most companies will need to know where you have worked for the last 10 years and will follow up in all jobs during that period.
Be careful. As someone who did a lot of hiring in my day, I always looked for those gaps between jobs and asked about them. I would note the answer and then later in the interview, ask another question that would help verify the story about why the gap was there. For example, if the person said he or she went back to school for six months, I'd ask later in the interview about the courses that were taken or something else.
I am very suspicious of gaps and equally concerned about employee honesty. I'd rather have the person list the job, but in the interview tell me he was fired, and why. My next question would be "... and what did you learn from that experience", hoping to see that it made him or her a better employee.
If you always tell the truth, you don't need a great memory. But once you start lying, or misleading someone, the truth always comes out eventually. If you want your next employer to trust you, I advise starting with the truth.
This might not be the answer you hoped for ... but it's the truth. Good luck.
I would not leave that out...they would find out anyway. All they really do is talk to HR to see if she indeed worked there. Now I don't know what her status was with HR when she was "fired"...did she have an exit interview, and like the other poster said, does she know if HR would say that she is eligible for rehire? All I would say in the interview is that I left because the job was not in line with my career and personal goals...that is as neutral as it can get. Don't bash the old employer, don't provide any more information than that. An application is a formal document that one certifies to the truth of...you don't want to lie in that one. That is grounds for termination if they find out later. A resume is one thing...the application is part of your permanent employee file.
Sounds like a damned if you do, damned if you don't situation.
Being fired unfairly is a terrible thing because it impacts you down the road.
It's darn near impossible to get another manager to take your side of things once you've left, too.
You can take your chances and list the job and put the HR as a contact down.
Technically, they don't want to say anything bad about you to keep you from securing another job. Mostly just verify dates.
If what you put on an application isn't checked out and 2 years later, someone decides to check you out and finds out you were fired from XYZ, then that is odd. Because all of that should have been done when you were hired, and why would someone be opening up things later on?
I once put down on an application that I was let go due to politics, and that 3 others were let go at the same time. It was a 22 year old girl who got to replace us with her friends, and she was quite open about those were her plans. Plus, she covered for a supervisor who was never at work. I went to Employee Assistance, who assured me they couldn't do a thing about it, but I told them they should be documenting these things because someone just can't get away with playing sandbox in the business world like that.
Be careful. As someone who did a lot of hiring in my day, I always looked for those gaps between jobs and asked about them. I would note the answer and then later in the interview, ask another question that would help verify the story about why the gap was there. For example, if the person said he or she went back to school for six months, I'd ask later in the interview about the courses that were taken or something else.
I am very suspicious of gaps and equally concerned about employee honesty. I'd rather have the person list the job, but in the interview tell me he was fired, and why. My next question would be "... and what did you learn from that experience", hoping to see that it made him or her a better employee.
If you always tell the truth, you don't need a great memory. But once you start lying, or misleading someone, the truth always comes out eventually. If you want your next employer to trust you, I advise starting with the truth.
This might not be the answer you hoped for ... but it's the truth. Good luck.
Charley
IF someone had asked me that question, "What did you learn from that experience?" ...I would have answered, "When I knew this person had it out for me, or was threatened by my skills, or what ever reason they were launching...I would quit before I got fired, because that is much easier to explain and doesn't have the stigma. If you stay and let that person fire you, they can ruin you for life, and no matter how good of an employee you were, it is hard to undo that."
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My answer
