Why Were You Terminated?

Oct 7 2010 in Interviews, Job Search Strategy, reCareered Blog by Phil Rosenberg

job search information, job search advice, job search help, job search tips, career adviceA participant asked this question at the end of my Resume Revolution Webinars and it’s a tough one. Most candidates are uncomfortable answering this or sound defensive. Learn how to survive it …

The question “Why were you terminated?” may tank more interviews than any other asked to unemployed candidates. This is an emotional question, and it’s hard to hide such strong emotions, even for the most unemotional candidate …

J.H. asked:

”Do you have insight into how to handle the interview question ‘why were you terminated?’ I am 57 and terminated from a 14 year run with a national firm at the end of April. I would never tell a recruiter or future employer that I thought it was ageism, however I want to be open and honest about the unusually high expectations, without sounding defensive.

I would love to hear from you or others that have similar experiences.”

It’s rare when a candidate who was let go from their last job thinks that it was fair. Even if it was fair, who would want to admit that in an interview? Most candidates feel that their layoff, termination, firing or RIF was totally unfair. And their emotions can get the better of them.

This is human nature and tough to escape for even the best poker player.

Why?

… Precisely because you feel that it was unfair, most people can’t keep from letting emotions creep into this answer. An emotional answer to this question rarely helps the candidate. An emotional answer can give an perception of mistrust to the interviewer, can bring questions if the candidate may have been at fault, or concerns about what else is there to the candidate’s story.

Even those who try to answer this question openly and honestly almost always do more damage to their candidacy than if they answered in a more guarded way. Why? Emotion creeps into an honest answer … because you’re upset about it.

How can you answer?

There are a few ways to answer this that can be successful, depending on your personal circumstances. Here are 3 ways I’ve found that can work:

  • The company went through major layoffs. I had good evaluations, but I was one of the ones chosen. Now I’m looking forward to my next challenge.
  • The company went through some strategic changes that I disagreed with. When these changes didn’t work, they went through a reduction in force. I wasn’t surprised that I was on the list. Now I’m looking forward to work with a company more aligned with my own goals.
  • The company went through many rounds of layoffs. In my department, 7 of 8 people were laid off – I was #7. This is a great opportunity to get my career back on track with a growth company (make sure the company is a growth company before using this one!).
  • Keep it short & sweet. Be very brief, then move on to the positive.

About using ageism as the reason …

Why would you even hint at ageism? Why reinforce any possible perception of ageism? Why even put that idea into the hiring manager’s mind, even indirectly? How could that possibly help you?

The only thing you gain in hinting at ageism as the reason for a layoff is a warped sense of “retribution” towards your past employer – and that’s exactly what an interviewer sees or hears. Who would want to hire a candidate that is still hanging onto that bitterness, when there are many other choices?

Even if you can hold back the bitterness, here’s what you risk … perpetuating the perception of ageism. Do you think an interviewer could think “Wow, the candidate’s company thought they were too old. I wonder if they just don’t have the energy, drive, or skills of someone younger?” By encouraging that thought process, do you think you are helping your job search?

Or are you shooting yourself in the foot?

Being transparent

Being transparent is a good thing and can help a candidate establish trust. It’s very likely that there were multiple reasons you were let go. It’s also very likely that you really don’t know why you were let go. Due to legal reasons, few employers will tell you that your age was the reason. Saying you don’t know, that you were one of many, that your number came up is the true transparent answer – and it’s the one you know. Most everything else is just a guess, and a guess that isn’t in your best interests to share.

So be transparent – about what you know.

Readers – Can you share some answers you’ve found to be successful to answer “Why were you terminated?”

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Source: http://reCareered.com
Author: Phil Rosenberg

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