"I even said they usually do not hire people with that void in their professional activity," said Bleyl, who lives on the outskirts of Cleveland and has three children aged seven, 10 and 12 years.
Bleyl, who worked in human resources before opting for raising their children, explained that tried to fill these gaps in their curriculum and even included online sales to earn extra money.
"But when you see eBay in the curriculum of someone, you know it's a work done from home and it is only selling things in your basement," he said.
After receiving "rejection after rejection after rejection, I felt defeated," said Bleyl. Finally, he found a job as manager of accounting service contracts, but only with the help of contacts.
For a woman who hopes to return to work after caring for their children, the advice is often "do not ask, do not tell". Many women who describe themselves as mothers who stay at home can tell how demeaning and receive immediate answers rejections. Researchers have repeatedly found much evidence of discrimination against mothers in the recruitment process in the workplace.
However, perhaps these women would fare better if explain frankly to your prospective employer's decision to stay home, said Joni Hersch, professor of law and economics at the School of Vanderbilt Law and coauthor of a new study on the subject "Something to talk about: the exchange of information under labor law."
He explained that employers, fearful of violating laws against discrimination, do not take up the subject and women seeking work and attend the indications, often do not provide information and let those who hire guess why disrupted his life labor.
However, Hersch said: "Women who hide personal information dramatically reduce their chances of contracting".
Despite his experience, Bleyl shares this view. "It's better to be honest because it's who you are," he said. "I was so eager to have a job and work, work, work ...".
Carol Fishman Cohen is executive director and co iRelaunch, a company working with professionals who return to work, as well as with potential employers. His advice to applicants is to briefly discuss the career break and then explain why they are suitable for the position.
"Do not apologize," Cohen recommended. "Say, 'Yes, I took a break for maternity and now I am eager to get back to work."
Not everyone will be open to this approach; but many do.
"I think summarizes the hiring manager," Cohen said. "If the person is someone close who has taken a rest from work, will most likely be more interested in the size and potential of this population who has not had this experience."
He explained that to volunteer and work independently is important, but it is a mistake to emphasize "mama skills" needed to lead a family life. The interviewer could be doing all this while working.
Some experts are skeptical the experiment Hersch and his coauthor, Jennifer Shinall Bennett, an assistant professor of law at Vanderbilt, conducted in his study. They claimed that much away from the actual experience of job search.
The authors of the study, to be presented at the annual conference of the American Association of Economics and Law on Friday and will be published in a number that is out of the Journal of Law of the University of Pennsylvania, did not interview recruiters or staff From Human Resources.
Instead, they asked more than 3,000 people recruited online to act as potential employers and chose between two candidates with similar experience.
An applicant explained why there was a gap of 10 years in their employment history He spoke of taking time to raise children and then go through a divorce, while the other gave no explanation. Which provided personal information had between 30 and 40 percent more likely to be chosen, compared to those they did not.
"The number of people who preferred the woman who explained the gap in his resume was impressive," said Hersch. "I was amazed."
He explained that the way many employers have responded to the law that prohibits employment discrimination because of sex, Title VII of the Civil Rights Act of 1964, rather than a help, is an obstacle for women. In its report, Hersch and Shinall say too broad guidance from the Commission for Equal Employment Opportunity -the principal federal agency responsible for enforcing the law in the workplace-has caused the issue of life family is excluded from the interviews.
For example, the commission warns employers: "Questions about marital status, number and age of children are often used to discriminate against women and possibly violate Title VII if used to deny or limit opportunities employment. "
Hersch believes it would be preferable to use a more neutral language to make employers mention the subject of the family with all candidates, both men and women.
Much of the interview process is to ensure the adequacy, Hersch said, but now there is "an environment in which a clear issue is elusive."
Ofer Sharon, a sociologist at the University of Massachusetts, Amherst, investigating career transitions and hiring, does not agree. Believes that change the guidelines of the Commission for Equal Employment Opportunity would be disastrous.
He explained that the issue of marriage and children tends to bring more disadvantages women than men in the workplace, so the recommendation Hersch and Shinall "greatly exacerbate this discrimination."
Employers often assume, wrongly, that women could not commit to their work if they are committed to their family. Said that a candidate is not ideal can be a source of discrimination, said Sharone.
When Stephanie Bond decided to return to the labor market in 2012 after a couple of years to care for their two children, he managed to hire a recruiter that he had contacted.
"I said I was a warrior of the way and took the opportunity to reconnect with my family," said Bond, who also could include advisory work on your resume to cover any gaps.
He said that during the interview was "very honest about flexibility" I needed to have, which included work from home sometimes.
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