I have question if you have worked two to three months contract job Is it appropriate to mention in your resume? or How do you justify for that short time of experience?

Thanks in advance

:rolleyes:

I have question if you have worked two to three months contract job Is it appropriate to mention in your resume? or How do you justify for that short time of experience?

Thanks in advance

:rolleyes:

It's best to not have significant chronological gaps in your résumé, and there's no reason you shouldn't mention relevant contract work.

What did you do? Was it a project that was completed? What does the rest of your resume` look like - how long is your job history?

There is really no way to make an informed guess, without a little more information.

I agree with Jim. It is better to show that you have worked than to let them think that nobody wanted you for that time.

If you had a certain target and you completed it, consider the wording so that it is a well and timely completed achievement.

If your resume is otherwise filled with relevant items, you might leave it out. Or if it ended for a reason you don't want to tell.

It is usually better to show a consistent job history, but there might be reason not to, especially if your three months were a disaster and you just entered the job market from college....There are always exceptions, it is really hard to tell someone to always do something.

It's best to not have significant chronological gaps in your résumé, and there's no reason you shouldn't mention relevant contract work.I like Jim's answer. The key word is "relevant" - If you are applying for a job as a nuclear physicist, you probably would be best served to omit three months working as a bag boy at Super Grocer. If, however,the three months was serving as a consultant to a designer of nuclear reactor vessels, it might enhance your prospects to note you had some experience dealing in the practical commercial world, not just theoretical textbook stuff.

Wes, you are so right, I missed the word relevant in my reading the post. Good job, Jim, you said it so much better than I.

Does it new employee cross check for that time period gap? or Is it law if my old employer had questioned for that time gap and they have to answer

Does it new employee cross check for that time period gap? or Is it law if my old employer had questioned for that time gap and they have to answer

It is really hard for anyone here to give you a really good answer without knowing where you are. Legalities change depending upon your location. Are you asking if your previous employer is legally bound to confirm your previous employment?

I have question if you have worked two to three months contract job Is it appropriate to mention in your resume? or How do you justify for that short time of experience?

Thanks in advance

:rolleyes:

Just consider identifying it as working for the agency (if one was used) instead of stating contract work per se, in my opinion.

Does it new employee cross check for that time period gap? or Is it law if my old employer had questioned for that time gap and they have to answerHere in the USA, there are no laws which compel a previous employer to give ANY information about an ex-employee, even to the extent whether he EVER WAS an employee, to a prospective employer. There are, of course, circumstances which may compel an ex-employer to give records, an affidavit, or testimony about an ex-employee:
An official government agency may compel ex- or current employers to give information about present or past employees, which can only be refused by invoking a Fifth Amendment right or a binding secrecy contract between employer and employee.
A court of competent jurisdiction may issue a subpoena for testimony and records, which may still be fought by an employer on several legal grounds.Such instances of refusal by an employer are usually only reversed to compel testimony when and if a court of competent jurisdiction grants full or partial immunity to the employer against criminal or civil action by the government or the employee.

From the employee's point of view, deletion of certain work history can later arise to bite the employee in the backside if the new employer is looking for an excuse to fire the employee and seizes on "lying by omission" on the job application - just as if the employee had "conveniently" left out a conviction and prison sentence for embezzlement, even if the omission was only "night clerk in a gas station."

Several career search websites have suggested phrases such as
"Worked part time (or as an independent consultant) for spending money while doing independent study on . . ."
OR
"worked a variety of positions and functions as a contract worker for John Jones agency, specializing in client companies that needed my expertise in . . ."

In the long run, TRUTH is best, but that doesn't mean you can't "spin" the truth a little to make yourself look like a determined, purposeful individual rather than as a schmo who can't hold a job.

If you had NO employment at all, say so, but also indicate you did something more than sit on the front stoop ogling girls and drinking beer. Perhaps you could say you spent the time researching companies like the prospective employer, looking for the ideal company that would benefit most from your experience and skills and compensate you accordingly.

Here in the USA, there are no laws which compel a previous employer to give ANY information about an ex-employee, even to the extent whether he EVER WAS an employee, to a prospective employer. There are, of course, circumstances which may compel an ex-employer to give records, an affidavit, or testimony about an ex-employee:
An official government agency may compel ex- or current employers to give information about present or past employees, which can only be refused by invoking a Fifth Amendment right or a binding secrecy contract between employer and employee.
A court of competent jurisdiction may issue a subpoena for testimony and records, which may still be fought by an employer on several legal grounds.Such instances of refusal by an employer are usually only reversed to compel testimony when and if a court of competent jurisdiction grants full or partial immunity to the employer against criminal or civil action by the government or the employee.

From the employee's point of view, deletion of certain work history can later arise to bite the employee in the backside if the new employer is looking for an excuse to fire the employee and seizes on "lying by omission" on the job application - just as if the employee had "conveniently" left out a conviction and prison sentence for embezzlement, even if the omission was only "night clerk in a gas station."

Several career search websites have suggested phrases such as
"Worked part time (or as an independent consultant) for spending money while doing independent study on . . ."
OR
"worked a variety of positions and functions as a contract worker for John Jones agency, specializing in client companies that needed my expertise in . . ."

In the long run, TRUTH is best, but that doesn't mean you can't "spin" the truth a little to make yourself look like a determined, purposeful individual rather than as a schmo who can't hold a job.

If you had NO employment at all, say so, but also indicate you did something more than sit on the front stoop ogling girls and drinking beer. Perhaps you could say you spent the time researching companies like the prospective employer, looking for the ideal company that would benefit most from your experience and skills and compensate you accordingly.

Thanks to all for your kind response

I recently joined with new organisation but I am not quite happy because lot of missing factor and it had also compliance issue Is it ok? in short time you should look for opprtunity without showing your horrible experince on your resume