Laid Off or Let Go: Mastering the "Why You Left" Interview Question
Man, in a white shirt and black tie on one side of the desk. Resume on a clip board and laptop computer on desk.
One thing that petrifies job seekers is having to explain a termination. Whether a layoff, rules violation, or performance issue, no one likes to talk about why they did not choose to leave an organization.
In February 2024, the Bureau of Labor Statistics JOLTS report cited a 1.1% seasonally adjusted turnover rate of non-farm workers due to layoffs or discharges. When you look at total US employment, even though that percentage is low, thousands of job seekers must now explain their February involuntary departure in their next interview. And that was only one month. So this is a situation that many, many job seekers fall into. According to one estimate, 18-40% of the workforce has experienced an involuntary job loss over their career.
I work with many job seekers to answer this question. They often come to me with a lot of anxiety about how to navigate this challenging issue so they can find another job.
My answer: You have to take a strategic approach appropriate to your situation and be able to talk about it confidently.
Before the Interview
Preparation is critical to answering this question. Do the following before arriving at that interview. Ideally, it would help to do this before starting your job search.
Self-Reflection
First, be honest with yourself about why this happened.
In a layoff, senior leaders decided whether you were part of a corporate downsizing or company closure based on strategic business reasons. You were likely not the only one impacted (though this could be the case). Your performance likely had little to do with the decision, and there may have been nothing you could have done to change the outcome. So, in this case, self-reflection on the situation is unnecessary (except how to prepare in case it happens again).
If your departure was due to a policy violation or performance issue, it is important to understand the exact reason for your departure. Sometimes, during the process of your departure, you may have had several conversations and paperwork shown to you. Be clear about the official reason given to you. If given a termination document, what does it say? If that didn't happen, what was told to you, and by whom? Get these details straight. They will be important for how you tell your story.
Then, it would help if you were honest with yourself about why it happened. While you may disagree with the outcome, what actions did you take that brought this about? What mistakes did you make? Where do you know you fell short of performance expectations? You want to acknowledge where you erred or did not perform well because you do not want it to happen again. What will you do differently next time so this is not repeated?
What you will do differently next time may be a part of the story you want to tell, so a new employer will feel comfortable that this situation will not be repeated with them.
Lastly, take stock of your positive contributions and achievements in that role. Even if the job ended on a down note, you still likely positively contributed to the organization. Assess how.
Common Concerns About Being Let Go
When employers see that you have left a job without immediately starting a new one, they will want to know why since this is unusual. There could be many good reasons, such as going back to school or relocation, that an employer likely will not think twice about. However, some reasons will make employers wonder if there could be an issue with hiring you, such as if you were asked to leave.
Hiring is always a risky business, and an employer wants to lower their risk by being reasonably sure you can do the job, you want to do it, and that you can fit in with the team dynamics and culture. So when someone leaves a job without another one, the employer knows there is a story and wants to understand what it is.
So it would be best if you were prepared to get one of these questions.
I see you have a gap in your employment history between [month, year] and [month, year]. Can you tell me a bit more about that?
Your resume shows you left your previous position at [company name] in [month, year]. Can you tell me about this?
Why are you looking for a new job?
Crafting Your Response
It is important to think about how you want to answer this question. You do not want to "wing" it. You may divulge too many details and miss an opportunity to better frame the situation.
Structure and Framing
First of all, you need to provide some explanation. I have seen job seekers try to deflect or ask questions instead. This may buy you some time ("Can you tell me more about what you're hoping to learn here?"). However, stonewalling an experienced interviewer by not answering will only raise red flags.
Next, when answering, be concise and factual. No good comes from getting into the details, emotions, or opinions. This will also help you avoid getting into many of the negative aspects of your departure.
You will want to make an effort to focus on the positives and say something good about the experience.
I really learned a lot in the role.
I had a really great, collaborative team.
I was told I was making a positive impact.
Your explanation should finish with a focus on this employer and what you can do for them. Whenever possible in an interview, you want to end an answer with some value the employer would get by hiring you. Since employment termination is inherently negative, this is an excellent opportunity to pivot to something positive that would result from you being hired.
Speaking About A Layoff
Especially now, this is the easiest one to speak to since layoffs, especially by larger organizations, have been in the news. Being subject to layoffs has less negativity around it than in the past because organizations may be restructuring, cutting costs, or pivoting in and out of businesses. As a result, some employees are no longer needed.
Here is an example of how to answer the question.
I was laid off, as were several team members, due to a corporate restructuring. I learned a lot at X, such as (Y and Z) which I can apply directly to this role.
If you were not the only one being laid off, I would mention how many others in your team, department, or company were laid off to let this employer know you were not singled out.
Speaking About Performance Issues
Sometimes, even when you have tried hard, you are not a good fit for a role. Your skills may not align with what the role needs. That happens. However, if the role you want is similar or uses similar skills, you want to let the prospective employer know that the same issue will not happen again.
When doing your self-assessment, hopefully, if there is a skills gap, you have undergone some training or skills development to address the issue. If not, perhaps the new role you are interested in is focused on something other than the skills area, which was a problem before. You will want to address either of these in your answer.
Example 1:
I was upfront that I did not have a specific technical knowledge when I was hired, but it turns out it was really needed in the role. I tried to get up to speed quickly, but my boss decided to go in a different direction. I enjoyed my time there, and my boss told me she would give me a good reference. This role doesn't appear to require the same technical knowledge. Even so, I have worked on getting proficient in it and have now been certified.
Example 2:
When I was hired, I devised a 9-month plan approved by the leadership team. I then started to execute it. Due to financial constraints, I was asked by the CEO to complete it in six months. I said that it was not feasible due to supplier delivery schedules. At six months, most but not everything in the plan had been executed. The CEO appreciated all my efforts but decided to let me go. I am told that what I have accomplished is surpassing financial expectations. I know I can get the same, if not better, results here.
Speaking About Rules Violations
Many things can fall into this category. You could not have called in when planning on being absent (no call, no show), violated safety rules, harassed others, or breached confidentiality.
Acknowledging that you made a mistake and feeling remorse for your actions is important.
Keep your explanation short. There is no need to give a play-by-play of what happened. Say what you did, and do not blame others.
Then, speak to what you learned and how you will not put yourself in that situation again.
Example 1:
I was let go because of my tardiness. I did not have reliable transportation then. I have since purchased a car, so this situation will not happen again. I have all the skills required for this role and am determined to prove that I can get excellent results.
Example 2:
I was let go due to my behavior toward a coworker. I said some things that I should not have. I was wrong, and I feel bad that I put my coworker in an uncomfortable position. I know better and will never do that again. I understand that teammates need to trust each other, and I am committed to being a good team member.
Practicing Your Response
You need to deliver your answer confidently so you are believable. Part of that confidence will come with practice. Practice how you want to speak to the situation. You might first try writing down your answer. Then, practice delivering the answer multiple times. While I don't usually recommend memorizing an answer, this is one time I would do so. That way, you know how to start, what information to share, and how to end it on a positive note.
If you can practice your answer with someone, all the better. Just choose someone who will give you honest feedback. You don't want someone afraid to tell you that you need to rephrase something or that you are coming across as defensive.
What If the Interviewer Wants to Know More?
Sometimes, an interviewer will not be satisfied with your initial response. They will want to know more details and will press you for them. What should you do?
You should plan for this and have a response at the ready.
So, for example, let's take the example of the situation with the coworker. You could respond:
Honestly, I don't like to talk about it. I used an obscenity. I should never have done it; my coworker had every right to be upset.
You don't want to get into details, but you do want to give enough information when pushed so that any questions by the interviewer are answered. In this follow-up answer, you still have not divulged what you said, but you provided enough information so that the employer gets a picture of what happened.
Additional Tips and Considerations
Answering about an involuntary termination is challenging because you fear being judged for it. Well, that is going to happen. No matter how you explain it, what you have done may cause certain hiring team members not to be interested in you any further. And there is nothing you can do about it. They get to determine the criteria for hire.
However, not everyone you are interviewed by will feel that way. If you are positive and professional throughout your interview and demonstrate your strengths and qualifications for the current role, the hiring team may decide you are the best person.
Remember, many people have been fired from a job. Famously, Steve Jobs was fired from Apple, the company he co-founded. Eleven years later, he was brought back as an advisor and then CEO. An involuntary termination should not be a career-ender. However, to successfully navigate the job market with that challenge, you need to have a strategy for answering and show confidence that you have learned from the situation and are ready to move on and do great things.
Shelley Piedmont is a Career Coach who focuses on understanding your unique skills, interests, and aspirations and provides personalized coaching to guide you toward roles where you can truly thrive. Whether you are stuck as to what your next career move should be or need help with resumes, LinkedIn profiles, or interview preparation, Shelley is here to help you. Please set up an exploratory call to find out how she can help you reach your career goals.