Exact dates with work history

You guys take this too seriously.

just do the best you can with the dates, month and year are fine.

If you have gaps, then document them - example I put down from 7/2003 to 7/2004 I was helping out my parents and my wife's parents.

You can't really use tax records, they are actually meaningless to verify anything.

Most companies do a superficial check, maybe call a former employer but overall it doesn't happen much as you would think.

 

This is actually pretty important. You need to understand how personnel departments work.

A lot of people think that someone in the company looks at your application and tries to decide if you are a good person or not. It's really not like that. They process a stack of applications. If they have 50 applications, they don't want to interview 50 people, they are simply looking to slim the pile. This person is busy, anything that doesn't check out or add up is going to get you a quick trip to the circular file.

Fair ? Probably not, but it's how it is. Also, although I can identify with you, I am not a real detail oriented person and I used to not keep much in the way of records either. However, some people are very detail oriented. They wouldn't even fathom that you wouldn't have records, when they see a mistake they are going to suspect you are trying to cover something up or that you are dishonest.

Just get with past employers, if they have employees, they deal with these things all the time. It may take you a day or two, you may even have to send a form requesting the info, but then you'll have it. good luck !

 

I was a recruiter then a supervisor for Penske Logistics and talked to and hired many drivers. Virtually none of the applicants could supply exact dates. Month/year is good enough. Any periods over 30 days just explain them. The older the entries get the less weight is put on them.
If we waited for all prior entries to respond to our info request (the only thing they are going to do is confirm the dates because they don't want to get sued) we would never hire anyone. We just have to make the effort to satisfy the law.
This is why knowing what is in your DAC report and driving record is so important. That info is going to be in front of us before we offer the interview, and we will ask about entries on both.
IF we like what we see, both in person and data at that point, we would offer you a TENTATIVE position pending outcome of drug screen, physical, and confirming any entries on your job application. Your job aplication is essentially an affidavit and when you sign it you state "to the best of your knowledge" If there are inaccuracies, and there always are was the intent to defraud or just a memory lapse.
That bus load of nuns you hit 2 years ago and sent 12 to the hospital that you didn't put on the application is attempting to defraud.
You started on job #3 in February 2007 but it was actually March, that is not as important.

 

I was also worried about this at one point in time but now I could care less.