Can One Former Supervisor Sink Your Job Search?

Question:

For the first time in my 39-year career, I was let go from a job. I never imagined that after four decades of solid work, I’d find myself carrying a cardboard box to my car.

It happened during my six-month probationary period. I was completely shocked and didn’t think I had any option as a probationary employee, other than to gather my things, thank my coworkers and leave.

Since then, I’ve had several interviews that went well. Each time, I thought I had a good chance of getting hired but then heard nothing. I believe my recent employer’s reference is negatively affecting my candidacy.

I’m a good employee, good at what I do and a good coworker. This short-term job had a horrible work environment, and I don’t want that supervisor to ruin my future. Can I leave the job off my resume? How do I find out what that supervisor is telling  others about me?

Answer:

Check what your former supervisor is  telling others.

Before you imagine your former supervisor answering the phone with, “Oh… that employee,” find out what he’s actually saying. Contact a professional reference-checking service that anonymously calls your former employer and reports back exactly what was said. Allison & Taylor, JobReferences.com and CheckYourReference.com all specialize in this. They provide detailed written reports at several price points.

You can also ask a trusted friend to make this type of call. They can truthfully say, “I’m checking references on your name. What should we know about whether or not to hire this man?”

Tackle it Head-On

Sometimes, you fix the situation yourself by calling your former supervisor and asking him to provide a neutral reference. Simply having that conversation can change how he responds to reference calls.

Let Your Career Speak for Itself

During interviews, focus on your long record of success. Answer each question with specifics about successful job experiences.

If you’re asked why your last position ended, keep your explanation brief and professional: “It wasn’t the right fit, and we parted ways during the probationary period.” Then redirect the conversation to what you’ve accomplished over the course of your career.

Use your cover letter to shift the focus toward your strengths. Mention your long record of success and list the names and contact information of supervisors who would enthusiastically recommend you. Let decades of strong performance become the headline, not one brief job that wasn’t a good fit.

If a hiring manager asks for references early in the process, ask whether you can provide references from supervisors who know your work best. Most employers would rather speak with supervisors who knew your work over several years than one who managed you for only a few months.

If you have outstanding performance evaluations or letters of recommendation, include them with your resume or offer them during the hiring process.

Some hiring professionals advise listing all recent employment; others recognize that a very short probationary job can sometimes be omitted if it doesn’t create a misleading gap. If an application specifically asks for your complete employment history, answer honestly. Never falsify dates or leave out information when directly asked for it.

One short-lived job doesn’t define a career. Hiring managers know that even good employees end up in the wrong job. Many have experienced that themselves. They want to know whether your overall career demonstrates reliability, professionalism and strong performance. Thirty-nine years of solid work tell a far more compelling story than one recent short-term job.

© 2026 Lynne Curry, PhD, SPHR, SHRM-SCP, authored “Navigating Conflict” (Business Experts Press, 2022); “Managing for Accountability (BEP, 2021); “Beating the Workplace Bully,” AMACOM 2016, and “Solutions 911/411.”