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23 Dec 2023, 01:26
Kudos
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Quick background - recently signed an "exit agreement" with my ex employer (let's call them XYZ) I'd been with for 1Y 4months. Long story short, I found the workplace too toxic (I worked in finance in the middle east where this is quite common) and my line manager/ also the head of my department (male) often made sexist comments which I finally decided to flag to HR who then came back to me with an "exit agreement" with severance.
I am now very keen on applying to a few MBA progs for R2 and noticed most applications ask for a LOR from a "current or former direct manager or supervisor" - some Qs I'd appreciate help with:
At XYZ, the other "supervisor" / senior members in my direct team joined 3Q after me and while they are happy to provide me with a LOR, would it be better to get a LOR from someone (also a senior manager) who was not in my immediate team but was part of the wider department and who I worked closely with for a longer period of time?
Do I have to now get a LOR from my direct manager at my former employer (previous to XYZ firm)? I firmly believe the senior manager in my team (who was my supervisor but not my direct line manager) has more to offer in terms of the contribution I made.
How exactly do background check companies verify who the supervisor was? I am aware the recommender needs to check a box, but how do background check companies verify this information- i.e. do ReVera only directly check with referees about their relationship with employee (applicant) or also cross-check this with HR?
Do candidates typically have to disclose reason for leaving previous jobs?
What exactly does the background check entail?
I'd really appreciate any insights, thank you!
I am now very keen on applying to a few MBA progs for R2 and noticed most applications ask for a LOR from a "current or former direct manager or supervisor" - some Qs I'd appreciate help with:
At XYZ, the other "supervisor" / senior members in my direct team joined 3Q after me and while they are happy to provide me with a LOR, would it be better to get a LOR from someone (also a senior manager) who was not in my immediate team but was part of the wider department and who I worked closely with for a longer period of time?
Do I have to now get a LOR from my direct manager at my former employer (previous to XYZ firm)? I firmly believe the senior manager in my team (who was my supervisor but not my direct line manager) has more to offer in terms of the contribution I made.
How exactly do background check companies verify who the supervisor was? I am aware the recommender needs to check a box, but how do background check companies verify this information- i.e. do ReVera only directly check with referees about their relationship with employee (applicant) or also cross-check this with HR?
Do candidates typically have to disclose reason for leaving previous jobs?
What exactly does the background check entail?
I'd really appreciate any insights, thank you!
