A community of 30,000 US Transcriptionist serving Medical Transcription Industry

If you have a bad experience with an MT company... - me

Posted: May 18, 2011

And you quit that job or are fired, do you leave it off your resume?

Never been fired, but - VeteranMT

[ In Reply To ..]
I sure as heck have had my share of lousy jobs!! And I list them all on the resume.

But what if you have been fired? (sm) - Aunt Suze

[ In Reply To ..]
and it was your most recent job and it was all nitpicky QA. I mean really nitpicky. What if every QA score you ever got in your life was excellent and this last one had the patient was and the patient is and these were the only errors? What would you tell them? You can't very well tell them nitpicky on an application.

The Good, the Bad, and the Ugly. - SS

[ In Reply To ..]
If what happened was more than five years ago, I'd leave it off; however, you need to see the application to be certain how many years or jobs they "go back". Generally, speaking, the last five years is what's most relevant. MTSO ads always stress recent experience.

Highlight on your resume your most recent experience, and then do a summation paragraph to conglomerate all the prior work experience in that one paragraph.

Also, include a Strengths category (good attendance, editing skills, etc.).

Ultimately, do what your conscience allows. You've learned a lesson from this "bad experience." Give yourself permission to let the shadow go, and move forward.

Bonne chance [good luck]

Wishing you success.

resume question - BeenThereMT

[ In Reply To ..]
I only leave off companies that would create a big gap in work history. If I only survived for a week or so, I leave a company off my resume (and believe me, I know a ton of us who have been through this situation).

If you are asked about your work history, you can choose to carefully explain with minimal details why you left any or all companies. Using phrases like a "better opportunity came my way" or I "found a better fit for my work schedule and personal needs" works as an explanation.

You really should not have to explain your work history, other than amount of time and experience. You should just need to pass their tests.

In the usual business world, most companies will never give out information about a former employee, except dates of employment and whether you actually worked for the company. There are legal issues surrounding a company telling another company any information about a former employee.

So, don't list a previous supervisor as a reference. Most people request not to have their previous employers contacted, and especially not their current employer.

Good luck.

Good points. - SS

[ In Reply To ..]
I THINK the only question that prospective employers can safely/legally ask other than dates of employment is, "Would you re-hire her/him?"

If my information is incorrect, correct me.

Hmmm. They can ASK a whole lot more than that. It's CYAing - on the other end that limits the discussion, and

[ In Reply To ..]
to the best of my knowledge, the directives come from company attorneys, not labor laws. (That CYA ALWAYS keeps everyone from giving a little unofficial headsup is unlikely, although most are careful rule-followers. Nevertheless, a pregnant pause might slip down the line now and then.) But if I'm wrong about applicable law, also please correct me.

Ask But Don't Tell - SS

[ In Reply To ..]
Someone who worked in a legal capacity made a comment that that's all they can ask nowadays.

This is my applicable law: I don't offer to be an "oral" personal reference anymore, nor do I ask someone to be my "oral" personal reference anymore. However, I am willing to write a letter of reference for someone if I can give the letter to the prospective employee.

Good Points - Old Pro

[ In Reply To ..]
You are right; the only thing that they can ask is if the person is eligible for rehire.

Response - SS

[ In Reply To ..]
Is that a state-by-state labor law?

By the way, when I started transcribing, I transcribed on an IBM 65 Selectric. Please tell me you've heard of that contraption.

Some of you guys are going to get these kids in trouble. You meant - to say that many past employers will only ANSWER t

[ In Reply To ..]
question of whether the employee is eligible for rehire.

A number of people have been stating this backwards. I just googled employer reference check and copied this from what came up at the top of the list:

"Sample Reference Check Questions

When did (name) work for your company? Could you confirm starting and ending employment dates? When did s/he leave the company?
Why did (name) leave the company?
What was her/his starting and ending salary?
What was her/his position? Can you describe the job responsibilities?
Could I briefly review (name's) resume? Does the job title and job description match the position that (name) held?
Did (name) miss a lot of work? Was s/he frequently late? Were there any issues you are aware of that impacted her/his job performance?
Did s/he get along well with management and co-workers?
Was (name) promoted while with your company?
Did (name) supervise other employees? How effectively? If I spoke to those employees, how do you think they would describe (name's) management style?
How did (name) handle conflict? How about pressure? Stress?
Did you evalute (name's) performance? Can you speak to his/her strong and weak points? What was noted as needing improvement during this performance review?
What was (name's) biggest accomplishment while working for your company?
Would you rehire (name) if the opportunity arose?
If I describe the position we are hiring for to you, could you describe how good a fit you think (name) would be for the position?
Can you describe this person's experience working as a member of a team?
Is there anything I haven't asked that you would like to share with me?"

Most companies big enough to have employees handle for them this stuff don't want them spending valuable time answering questions, plus they don't want to run the risk of an ex-employee ammunition (real or manufactured) for a lawsuit, so most callers are disposed of briefly. But, strictly speaking, they certainly CAN be asked, and a lot more, and some well-positioned former higher-ups may just be happy to sit back and spend some time explaining how wonderful you are and helping you out all they can.

I've been asked all those questions as a reference - mt

[ In Reply To ..]
But that was as a personal reference, not verifying employement, which are two different things. As a person who just won a lawsuit against a former employer, I can tell you all they can offer is hire start/end and whether they would rehire the person, and most don't want to answer that second question anymore.

questions asked and answered - a1typist

[ In Reply To ..]
My husband and I own one of the largest flower shops in the nation. In his business, they will not even answer the rehire question, as it opens you up to too many legal issues.

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