Losing a job is a stressful experience, but explaining a termination to a potential employer requires a thoughtful approach. This process is about presenting the circumstances with professionalism and honesty. The goal is to control the narrative in a way that allows your skills and qualifications to remain the focus.
Assess Your Departure Situation
Before explaining what happened, you must have a clear understanding of your termination. The first step is to identify the official reason, as companies terminate employees for various reasons. These situations include a layoff, a performance-based termination, a termination for cause due to misconduct, or a mutual agreement that the role was not a good fit.
Reviewing any separation agreements or a formal termination letter is a sound starting point, as these documents state the company’s official reason. A layoff is due to restructuring and is not related to your abilities. A performance-based issue means you were not meeting expectations, while a “for cause” termination implies a violation of company policy.
Crafting Your Narrative for Job Applications
When completing a job application form, the “Reason for Leaving” field requires a brief and neutral response. This is not the place for a detailed explanation. The objective is to be truthful without creating an immediate reason for a hiring manager to discard your application.
Simple, non-emotive phrases are best. For a layoff, you can state “Position was eliminated” or “Company restructuring.” If your departure was due to other circumstances, consider neutral options like “Job ended,” “Seeking new opportunities,” or “Mutual separation.”
Avoid using emotionally charged words like “Fired” or “Terminated” in this written section. The application’s purpose is to secure an interview, where you will have the opportunity to provide context. A concise and neutral answer on the form helps you get to that next stage.
Explaining a Firing in an Interview
The job interview is the moment to address the termination directly with a practiced delivery. Your explanation should be a brief, forward-looking story that demonstrates accountability and professional growth. A successful approach involves stating what happened, taking ownership, framing it as a learning experience, and pivoting to why you are a strong candidate.
Honesty is the best policy, as employers are looking for integrity and self-awareness. Lying or misrepresenting the facts is a significant risk that can be grounds for dismissal later if discovered. However, honesty does not mean over-sharing about disputes or office politics.
For a performance-related termination, an effective response might be: “In my previous role, the team’s focus shifted to a new system I wasn’t experienced with. I struggled to meet the new performance metrics, and the company decided to move in a different direction. I learned the importance of proactive upskilling, and I have since completed a certification in [relevant skill], which is a reason I’m so interested in this role.”
If the separation was due to a poor fit, you could say: “It became clear that my strengths in collaborative project planning were not aligned with the role’s focus on rapid sales cycles. It was a mutual decision that a different environment would be better. That experience taught me to target opportunities like this one, where my skills in [relevant skill] can be fully utilized.”
General Rules on What to Avoid
In every communication about your termination, certain behaviors will raise red flags. By avoiding these common pitfalls, you present yourself as a composed and accountable professional.
- Do not lie or misrepresent the reason you left. Most applications require you to verify that your information is accurate, and a lie discovered during a reference check can be grounds for dismissal.
- Avoid badmouthing your former company, boss, or colleagues. Complaining makes you appear unprofessional and defensive. An interviewer may wonder if you will speak about their company in the same way.
- Refrain from offering too many details. A long, dramatic story can make you seem focused on the past. Keep your explanation succinct, then shift the conversation back to your qualifications.
- Do not sound bitter or defensive. Your tone and body language are as important as your words. A calm, matter-of-fact delivery shows emotional maturity and resilience.
Preparing for Reference Checks
Your preparation does not end after the interview, as the reference check is often the final step. Many companies have policies to only confirm dates of employment and title to avoid defamation lawsuits. However, you should not assume this will be the case.
Proactively manage the reference process. Do not list a manager who you know will provide a negative reference. Instead, reach out to trusted former colleagues or a different manager who can speak positively about your skills and ask if they are willing to serve as a reference.
You can also ask your former employer’s HR department what information they provide during reference checks. This allows you to ensure your story aligns with the company’s official statement. If you suspect a former employer is giving an unfairly negative reference, you could use a professional reference-checking service to find out what is being said, allowing you to address any discrepancies.