As always, please note that every word from this moment forward merely reflects our humble opinion…
In this scenario, the answer depends on the circumstances around why you were fired. Thus, we will attempt to provide healthy examples of how to respond to variations of the “why I quit my job/why I was fired” situation.
Moving forward, the keyword in these scenarios is “disclosure.” How much do you want to say? What should you say? What should you omit? When should I say this? If a job candidate knows how to navigate these gray-area questions, then the candidate significantly increases his or her chances to move forward in the interview process.
Copying from famed British poet, playwright and actor William Shakespeare, “…to disclose or not disclose. That is the question.”
According to Google, the term disclose is the action of making new or secret information known. As a result, since the relationship between you and the potential employer is new and ripe for making positive first impressions, you largely have the ability to control how much information you want to voluntarily share. Disclosure, like active listening, reciprocity, verbal response and non-verbal cues, is a vital element of excellent communication skills.
Be in the mindset of treating your interview like a formal date. Both you (the job candidate) and interview (potential employer) are trying to determine if there is enough spark and company fit to justify moving the interview forward. Thus, as the applicant, be mindful of how much you disclose.
Share too much and the employer may be alarmed at your penchant for TMI (too much information).
Share too little and your resistance to speaking can make you seem not as friendly.
Achieve a healthy balance in this communication exchange because you do not want the potential employer feeling overwhelmed or deeming you unable to communicate in an effective manner.
The right mix of communication will leave the potential employer feeling like they have a good read on you, but they still want to learn more about you, too.
So, how do you answer the different variations of “why I quit my job” or “why I was fired” in an interview?
Example #1: Were you ever fired before? If so, explain the circumstances. Most terminations occur due to ineffective work relationships with superiors, colleagues or other personnel associated with the organization.
DO NOT disclose this information to the employer if you are terminated for this reason.
Rather, craft a response that speaks more to “office politics” and workplace circumstances instead of admitting directly to being terminated.
Example Interview Response: “I was fortunate to work for an inspiring supervisor and I felt confident about my work and my role. Unfortunately, some recent management changes steered the department and organization in a different direction. Thus, during this process, I became expendable when a suitable replacement was identified.”
Example #2: Were you fired because you simply could not perform the functions of the role? If work incompetence is the reason you were let go, then keep your response succinct without placing the blame directly on your poor work performance.
Be prepared to address these changes and the events leading up your job role being altered. Some common reasons include restructuring, technology, downsizing and the hiring and firing of key personnel either superior to you or in your team/department.
Example Interview Response: “Unfortunately, between the time of my hire and when I started work, the scope of the job and responsibilities of the position were significantly transformed.”
Example #3: Have you been asked to resign before? If so, admit it, but put a positive spin on the reason and display confidence in your response because you have learned and benefitted from this experience.
As much as possible, please make sure that your response is factual and can be supported by your previous employer.
Example Interview Response: “At JAX Company, I was asked to resign because there was a significant restructuring of activities. As a result, I was offered two choices: resign or take a position with reduced responsibilities. If I took the position with reduced responsibilities, then this role would not guarantee more job security and professional growth. In addition, the severance package would have been minimal or even non-existent. Thus, after careful deliberation, I decided to leave voluntarily. In the end, things worked out well — I was hired at CAR Company with a 15% increase in compensation and grew professionally in that role.”
Example #4: Were you fired due to illegal reasons? Some of the reasons can include workers’ compensation claims, harassment and discrimination based on proteceted categories.
If so, I would strongly suggest not to disclose these reasons to a potential employer. You could make it easier for the interviewer to reject your job candidacy due to a perceived organizational risk (if you were hired at their organization). Your frankness in this area will most likely diminish your ability to land the job.
Example #5: Were you fired because your position was eliminated? If so, potential employers are typically comfortable with this reason for why you left your previous position.
Ensure that you use terms like “received a severance package” or “laid-off” to effectively communicate that your firing was not due to a lack of job performance. Conversely, if you use the words “fire” or “terminated,” then these terms indicate that you were let go due to a lack of job performance.
In this scenario, always be in a position to communicate that the loss of your job was out of your control by speaking about your previous employer.
Example #6: What is the reason you left/are planning to leave ABC Company? Remember to never speak unacceptably about your former employer. Never cast yourself in a negative light in front of a potential employer.
Example Interview Response: “Based on the recent changes and developments in my department/my organization, I decided that it was the best time for me to explore other opportunities.”
These last two bonus examples are not directly tied to the subject of quitting a job or being fired, but these examples can help job candidates with the art of disclosure during the interview process.
Example #7: Are you currently interviewing or considering other organizations? Do you have any job offers on the table?
The psychology of disclosing this information to potential employers is attractive.
Yet, tread carefully and do not disclose too much information like specific company names because companies are very competitive and may do some investigating if they have industry ties. Say less to keep the job attraction strong.
Example #8: What is your current salary?
Answer wisley. Consider these potential scenarios and potential responses below:
“You have no clue what the position pays.” If you provide too low of a salary, the potential employer may hire you inexpensively if they offer you the job. If you think your current salary is too low for the role you are interviewing for, then include supplementary details that your salary is base and does not include other benefits and perks of your total compensation package.
“You have already included this information in the job application.” If so, reiterate the same salary to the potential employer and emphasize that your salary does not include other benefits and perks of your total compensation package.
“You genuinely do not know the salary range.” Always do your research beforehand to understand the salary range of the job you are interviewing for. Therefore, provide a salary range of your current salary, but never negotiate your salary before the job is even offered.
To my knowledge, there are about 18 states that currently ban any pay/salary history questions, including the state where I started my HR career (New York). Some of these state laws also ban employers from basing their total compensation offer for a job applicant based on previous pay.
Alas, what are some of the key takeaways for the art of disclosure during the interview process?
Do not overtly lie, but learn to withhold or delay disclosure of information that will negatively impact your chances of employment.
Be a more attractive candidate by providing important and relevant information, but always leave potential employers wanting more.
Monitor the trajectory and pace of the interview to determine what you should strategically disclose.
Always place a positive spin on a negative situation by concisely articulating your previous job outcome and reiterating that your past work experience was still positive.
Thanks for reading.