Don’tlet your past employercontrol yourfutureemployment

Dear Sam: Threeyears ago, Iresigned from ajob becauseit wasanextremely hostileanddysfunctional environment.Aggressive to thepointthattheHR Director toldmethatshe would testifyonmybehalf if Ichose to pursuelegal action. Youmaybeasking yourselfifshethoughtthis way, whydidn’tshedo anythingaboutit,right?

Thepeoplecreating the chaos were above heronthe organizational chart.

SamanthaNolan DearSam

Anyhow, when Ileft,it wasnoton good terms.I tried togo asprofessionally aspossible,not responding to anynastiness. Ihavenointentionofbad-mouthing myemployer;however,evenifI trytospinthisposition positively,Iamsuretheywill not say goodthingsifa potentialemployer contactsthem.

Thisproblemhasstoppedme fromlookingfor work because Idon’tknowwhat to say to theinevitable“Why did youleave?”question.Ileftbecause Irefused to be mistreated.Anysuggestions?That,of course,ison topof the3-year gapInow have onmy resume.Andno, Ihaven’t beenusingmytime to volunteerorgotoschool.Thanksin advance,andsorryfor venting.– Anonymous

DearAnonymous: Ioftenhear from candidatesdealing withthesamedilemma—theyleftapositiononlessthan perfect termsandarenow worriedabouttheimpacta negativereferencemayhave ontheir jobsearch.Thisisa stickysituationasyou neverknowwhat aformeremployer willsayabout youduring areference check.Still, youcan beproactivetoavoid yourpotentialemployer receivinga lessthanstellar reviewofyourperformance.

First,do youhaveanylettersof recommendation you couldglean fromindividualswhohadtheopportunityto work withyouduringthattimeframe?Idon’timagine youweretheonlymistreatedemployee,correct? Iwould recommendtrying to arm yourselfwithasmuch“proof” that yourdismissalwasnotperformance-related.Perhaps even connectwithpast coworkersvia LinkedInandseek recommendationsthat way—mucheasierfor youandthe recommender—and compile alistofthose commendations to providewith your referencesheetataninterview.

Speakingof referencesheets,can youplaceanyone elseotherthanthe company’sHRrepresentativeoryour formersupervisoron your referencelist? Ioftenadvise candidates to use aformerpeer,adifferentsupervisor, or evensomeone youused to work withwhoisnolonger affiliatedwiththe company,allowing youtoselectthe individualwhowillprovidethemostunbiasedandglowing recommendation.

Asforansweringtheinevitable “Whydid youleave yourlastemployer?”question,I’drecommendsomething like,“While Ithoroughlyenjoyedthemajorityofmy experiencewithXYZCompany,unfortunately,towardthe endofmy tenure,the workplaceandthe culturebecame intolerablyhostiledue to someleadership changes.I have alwaysbeen committedtomyemployers,displayed unmatcheddedication,andoutperformed expectations, butunfortunately,Icouldnot overcomethenegativityin theoffice generatedbythosewho were playing adirect role inmy oversight.Therefore, Iselected to resign,handling theentireexperiencewiththeprofessionalismandtact Ihaddisplayedthroughoutmyentirecareerwiththe organization.As youcanseefrommyrecommendation letters,myperformance wasstellarduringmy tenure, andmy references—who were formerpeerswho worked withmeeachday—willattest to mydiplomatichandling ofanunfortunatesituationas wellasmy work ethicand dedicationas atop contributor.”

Of course, youarecorrectinnottrying to bad-mouth youremployer,and Idon’tbelieve theabove statement doesthat,but youdohavetobehonestwiththe conditions of yourdeparture.Thisalsowillensurethatifthe company is contactedfor areferenceforsome reason,thehiring managerwillhave aframeof referenceinwhichtojudge thevalidityofany commentsmade. Iwish youthebestof luckin yourtransitionbackintothe workplace.Remember, if youcontinue to letthishinder your

SamanthaNolanisan Advanced PersonalBrandingStrategistandCareer Expert, founderandCEOofNolanBranding. Do youhavearesume,career,orjobsearchquestion forDear Sam? Reach Samanthaatdearsam@nolanbranding.com. ForinformationonNolanBranding’sservices, visitwww.nolanbranding.com or call888-9-MY-BRANDor614-570-3442. ©2021NolanBranding

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ENGINEERING

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ENGINEERING

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Research&