Quote:
Originally Posted by CaptainCrunch
Thats tough, 18 months is tough to explain as a gap. But to be honest when I'm reviewing resumes, I'm more intrigued by small breaks like 6 months. It makes me think they're hiding jobs.
Personally before I joined the job before this, I just decided to take about half a year off to recharge my batteries, work on a book that I'd been writing and have never finished, grow a beard and drink coffee every morning at a different coffee shop. I got asked about it and told them it was a hiatus, and talked about what I did for the 6 months off.
With an 18 month thing you've got to come up with something, personally I've always thought that being honest would be the best policy, but I have to wonder if the condition is something that can cause ongoing difficulties with working?
If not then you can basically say that you took time off for life reasons, and leave it at that and hope that your skills, knowledge and behavior and references will overcome the gap.
But unless its a really embarrassing or devastating condition, then I might be tempted to disclose.
You always want to start a business relationship off honestly. Because if it slips out later, or during the course of their investigation (ie facebook, linked in, reference checking) then your truly screwed.
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Thanks for your perspective.
I've always assumed, based both on my own anecdotal observations and off the cuff comments from people I know who work in HR, that mentioning a medical condition--whether it's a thing of the past or something ongoing--is basically the kiss of death during the hiring process. Especially if it's something that is ongoing, or could cause troubles in the future.
Whether it's even legal or discriminatory or whatever, I think that if I were in a position to be hiring, seeing a potential liability like that--someone who was out of commission for so long--would certainly cause me to raise a red flag.