One of the toughest questions for any candidate is explaining a job loss. It is common for everyone to have some sort of job loss in their history. With preparation, it’s possible to answer this question confidently.
What is the interviewer looking for?
In short, the prospective employer wants to decrease the risk that goes along with any new hire. The interviewer wonders if the candidate lost their previous position because of poor performance or inappropriate behavior, knowing that it will be difficult to verify what happened. They wonder if the same thing will happen at their organization. Thus, they see a candidate who has lost a job as a higher risk than one who is currently employed.
How can you respond?
Job loss can happen to anyone. Using the structure below, you can craft an answer that will reassure your interviewer.
Reason for Leaving
The reason why you left your previous job needs to be factual and align with what your past employer would say if contacted. Some of the reasons include:
- Resignation – although it’s not usually recommended, some people leave jobs on their own if they feel they cannot continue in their position while pursuing a job search. However, unless you have submitted a letter of resignation that a reference can verify, do not use this reason.
- Layoff/reduction in force/position elimination – some people are downsized as part of a group or even singularly. If you were a part of a group, it is a good idea to mention the number of other people terminated at the same time when you explain this to a prospective employer, or the employer might assume that your termination was actually for performance.
- Involuntary termination for performance reasons – employment is terminated because the employee’s work was not satisfactory to the employer. It’s not easy to admit this in an interview. Some candidates will refer to this as a termination “by mutual agreement.” This terminology is not helpful because the termination would not have occurred if the employer was pleased with the employee’s work quality.
Where I see job seekers err is by providing too much information in an attempt to explain the situation. Most of the details are not helpful because the prospective employer does not know the situational context—the culture of the organization, the personalities involved, etc. A lengthy explanation may seem defensive and can lead a potential employer to question whether you would have the same challenges adapting to their culture and personalities.
Here are just a few examples of responses to consider:
- I was laid off as part of a downsizing of my entire department of 11 people.
- I lost my position because I wasn’t meeting the sales goals set by my former supervisor. I’ve learned that a sales position is not a good fit for me, and I am now looking for a position with fewer direct sales requirements.
Verification
Whatever the reason was for your departure, it is helpful to be able to offer a reference who can confirm the reason.
Example
- My former manager and the chief HR officer will be able to verify the reason for my departure.
Time Spent Since Leaving
Conducting a job search might be close to a full-time endeavor when you are unemployed. Additionally, you should take some time off to rest and recuperate.
If your job search continues past several weeks, it’s helpful to show that you continue to be actively involved in your profession in some way – perhaps via consulting, volunteering, or seeking professional development.
Example
- Since I left my former position, I have been working on two consulting engagements and volunteering for my professional association.
Putting it Together
Using this structure, you can craft a concise and honest response that helps alleviate concerns from a potential employer.
Practice your response repeatedly until it feels natural. You should feel prepared to deliver it confidently.
In the interview setting, resist the urge to add more, which often happens when a candidate is anxious. Rambling on or appearing nervous may make the interviewer question the truthfulness of the answer. Be prepared to end your answer gracefully, and don’t try to fill any pause in conversation that may occur. If the interviewer wants to know more, they will ask.
Want help preparing your answer to why you left a prior job? Book a complimentary 15-minute chat with me using the calendar link in my LinkedIn profile.
Mary Ellen Brennan is a Career & Executive Coach and HR Consultant with many years experience in associations. She empowers professionals to find their dream job.
As a dedicated Career & Executive Coach and HR Consultant, Mary is passionate about helping both people and organizations unlock their potential and achieve their goals. With a focus on associations, she specializes in guiding professionals through job search strategies, career planning, and leadership development. She thrives on partnering with organizations to help them attract, develop, and retain top talent while creating high-performing teams. Whether it's offering strategic HR consulting or executive coaching, her goal is always the same: to drive growth, enhance performance, and deliver tangible results.
Her approach blends practical, actionable strategies with a people-first mindset, ensuring that both individuals and organizations achieve lasting success. Whether you're an individual seeking career guidance or an organization looking to build a strong, effective team, she's there to support you on your journey.
www.mebrennan.com | www.linkedin.com/in/maryellenbrennan
