I just started my first LPN job in October and got fired 2 days ago. Its the only nursing experience I have so in order to get another job, i have no choice but to put it down. The experience I got looks good on my resume.
I got fired for being absent 4 times during my probation period. What should i say to prospective employers when they ask why I left? I dont want to say I got fired. Can I just say it wasnt a good fit?
Also, on my resume, i didnt put an end date, it just says Oct 2009-present. Should I change it?
FWIW, I don't know that saying "I quit" would come across any better to a prospective employer.
"Why did you quit without having another position lined up?" would be a logical question. You might end up getting yourself snarled up in a web of lies that would eventually be found out. Be honest. As others have said, admit that you were let go for XYZ reason and that you have done ABC to rectify the situation.
Thanks for all those replying. But now I am confused because some people advise saying I left because of not a good fit, etc while others advise me to be honest. Not sure which road to take...Im inclining toward the not a good fit, because in this economy, what employer will gamble on someone who got fired when they have dozens of others who may not have been fired with equal qualifications? If I was the employer, I know I'd be leary of hiring someone who got terminated, no matter what her credentials or experience.
Legally, they can only verify employment dates and that you worked there.
This is a common mis-conception, and untrue.
The candidate can specifically limit the information that a previous employer may disclose to a potential new employer. If she has not done so, there is no limit on what the old employer can reveal, so long as it is true.
Many employers adopted policies limiting the information they disclose, in order to avoid potential libel or slander charges. Because these "hush" policies have enabled dangerous workers to move on to other unwitting employers, laws have been passed that protect employers from such charges, as long as they speak the truth. Some states have even passed laws placing responsibility for dangerous employee behaviors on the previous employer which failed to disclose information to the new employer.
One should never assume that only dates of employment will be disclosed.
As for the OP, I would suggest that she not mention her children in any interview. I would recommend explaining her dismisal by stating that she had some pressing personal issues that required time away from work, but now they have been resolved, so that she can devote her full attention to a nursing position. That's truthful and doesn't disclose information (having young children) that may be unappealing to a new employer. In the meantime, she needs to find reliable childcare.
Specializes in Hospice, corrections, psychiatry, rehab, LTC.
"Not a good fit" sounds like someone trying to dodge a question. It's vague, and it could be anything from you being on a shift that was disagreeable to you cursing out the DON. If left at that most employers will err on the side of caution and not hire you, especially in a job market in which they can be selective. If someone uses this term during an interview I always ask them to elaborate, because the answer could reveal a potential problem.
Be honest. Say that you were let go due to absences caused by problems with day care, but that you have rectified them.
Specializes in Hospice, corrections, psychiatry, rehab, LTC.
It's a different context when you use that term in an interview. If the former employer said that to you, I would simply say that you were not given a specific reason for the termination.
It seems that you, (OP), are wavering from telling the truth. I think you know being honest is the right thing to do. Just do it. Tell them the exact situation and what you have done to assure it will not happen again. Be the nurse you'd want to have as a patient, not one who has to lie to get a job! I was always taught, (and I definitely still believe), that everything that's done in the dark in nursing, always comes to the light. Even this!
we ll, i just asked HR what their policy is, they told me they only verify title and dates and that it is considered a neutral reference.In that case, since I know that now, should I just say I was let go because they told me I wasnt a good fit? I dont see the point in my bringing up my absences if they wont....
The only question would be that the new employer may ask me to elaborate on why I wasnt a good fit, in which case I have no clue.I guess I could say that was all the reason they gave for terminating me, right?
You're trying very hard to not acknowledge all those who have advised you that the truth is always the best policy. What will you do if you say "bad fit" and subsequently the employer finds out (either before or after hiring you) that you were let go for excessive absences?
Trust us, nursing can be a very small community. Word gets around because someone always knows someone who knows someone else who works with someone you work with.
we ll, i just asked HR what their policy is, they told me they only verify title and dates and that it is considered a neutral reference.In that case, since I know that now, should I just say I was let go because they told me I wasnt a good fit? I dont see the point in my bringing up my absences if they wont....
The only question would be that the new employer may ask me to elaborate on why I wasnt a good fit, in which case I have no clue.I guess I could say that was all the reason they gave for terminating me, right?
Then you would be lying and could be found out. Several times in the past few years I have found out that my past employment has not even been verified or not verified until I was already working. This would lead me to believe that I would just take my chances on the "not a good fit" reason. After all, an employee who is absent an unacceptable number of times, is "not a good fit". Have an answer ready in case it comes up in the interview and carry on. It isn't going to do you any good to worry yourself into a quagmire about it now, especially since you've been advised by HR that it probably won't be a problem. Good luck.
The candidate can specifically limit the information that a previous employer may disclose to a potential new employer. If she has not done so, there is no limit on what the old employer can reveal, so long as it is true.
Many employers adopted policies limiting the information they disclose, in order to avoid potential libel or slander charges. Because these "hush" policies have enabled dangerous workers to move on to other unwitting employers, laws have been passed that protect employers from such charges, as long as they speak the truth. Some states have even passed laws placing responsibility for dangerous employee behaviors on the previous employer which failed to disclose information to the new employer.
One should never assume that only dates of employment will be disclosed.
As for the OP, I would suggest that she not mention her children in any interview. I would recommend explaining her dismisal by stating that she had some pressing personal issues that required time away from work, but now they have been resolved, so that she can devote her full attention to a nursing position. That's truthful and doesn't disclose information (having young children) that may be unappealing to a new employer. In the meantime, she needs to find reliable childcare.
This is true, and I never understand why people keep passing on the myth that former employers "legally aren't allowed" to give out anything but hire and separation dates and eligibility for rehire. Many HR departments choose to limit themselves to that information to protect the organization, but there's no legal restriction as long as what they say about you is factual. Also, while the HR department may limit themselves to only disclosing that info, that doesn't mean other people within the organization (a former manager, for instance) might not feel more chatty. Information tends to get around in healthcare.
To the OP; nurses get fired all the time and manage to go on with their careers. Getting "caught" lying on an application or in an interview will be much worse for you (with potential employers) than being honest about your previous situation. You need to be able to talk (in interviews) about the situation without sounding defensive or blaming your previous employer, and talk about what steps you've taken to be sure that the excessive absences won't be a problem in the future.
we ll, i just asked HR what their policy is, they told me they only verify title and dates and that it is considered a neutral reference.In that case, since I know that now, should I just say I was let go because they told me I wasnt a good fit? I dont see the point in my bringing up my absences if they wont....
The only question would be that the new employer may ask me to elaborate on why I wasnt a good fit, in which case I have no clue.I guess I could say that was all the reason they gave for terminating me, right?
You'll get what you deserve. Personally, I wouldn't hire you either from what I've seen thus far.
Even this!
roser13, ASN, RN
6,504 Posts
FWIW, I don't know that saying "I quit" would come across any better to a prospective employer.
"Why did you quit without having another position lined up?" would be a logical question. You might end up getting yourself snarled up in a web of lies that would eventually be found out. Be honest. As others have said, admit that you were let go for XYZ reason and that you have done ABC to rectify the situation.