The reality is that it is REALLY hard to dance around a termination on a resume. And guess what? I don’t need hand-picked great candidate references to conduct my own due diligence. NOPE – I can get almost any piece of information I need to ensure the proper vetting of a candidate. What I don’t get is why candidates continually decide to just play dumb on disclosing a termination. One or two phone calls or a few Google searches is usually all it takes and I am well on my way to getting the rest of the story.
Getting shot by a former employer is NOT the end of the world. There could be lots of legitimate reasons for a termination that can be explained. Not coming clean is another story. Now you have credibility and trust issues that many employers (OK – MOST) will have a hard time forgetting about. Candidates need to be able to tell their side of the story and make sure there are others that can help corroborate the real story. To state that a resignation or lay-off took place when is was really a termination is not (smart or) good. What’s worse? Finding out that a candidate lied about it. It’s the kiss of death!
Telling the truth is always the best policy – even if it hurts. I have interviewed candidates that had a termination in their past and was able to make the placement once all of the facts were on the table and verified.
Unfortunately I have a few stories where the truth came out after the facts and the story had a different ending. Not pretty.