Fired or laid off? Here're 4 points to remember when you start looking for a new job

In career coach Rajat Vashishta’s experience, most employees tell him that the company was not doing well hence “they asked us to leave”. So essentially most employees put it on their employers not doing well profitably or planning to shut down the business unit where the employee was.

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“As an employer I buy this as long as the employee can produce a valid relieving / experience letter. If that is not available, we reject the candidate outright, else we do a small background check,” said Vashishta, Founder of resume builder platform Resumod.

He thinks truthfulness trumps everything else in such interviews.

“If you were laid off, best answer for me would be to lay it bare and tell me what exactly happened and why specifically you were asked to leave. If we have been able to gauge you well in the other rounds and we feel you have potential, this hiccup of firing could be a very small inconvenience for me and I might be willing to take a chance on you,” Vashishta added.

The reason being the employer knows two important aspects about you:

(a) you have what it takes to do well in this job (because of your performance in other rounds),

(b) you are honest.

Don’t hold the past for long

While informing the HR about your previous jobs truthfully is appreciated, experts advise candidates not delve too much in details about the circumstances that led to layoff or firing.

Instead, professionals need to highlight those details that can directly benefit them in their next job: Achievements.

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“Do not let them feel that this has affected you emotionally and may impact your performance,” said Sidhharrth S Kumaar, a life coach. Rather, candidates need to talk about the key learnings from the role, especially from the downturn which led to being laid off.

“Be elaborative about your skills, and how you can add value to a new organisation. If you can talk about business impacts you were able to bring in previous roles, it is always amazing to highlight them. Focus on what else you have learnt post laid off (if there are gaps of more than 4 weeks at the interview) and how those learnings and activities have added a new dimension to your skill,” Kumaar added.

To be sure, it is advised to practise your answer and be prepared to face cross questions.

Don’t talk bad about previous company

While honesty is crucial, there are certain details that employees should exercise discretion in sharing with HR. It's generally not advisable to speak negatively about former employers or colleagues, as it can reflect poorly on their professionalism and ability to handle workplace challenges diplomatically.

“Focusing too much on the negative aspects of the previous job without highlighting lessons learned or actions taken to improve may raise red flags for HR,” said career coach Samira Gupta.

Example: “During my tenure, I learned to effectively (mention specific skills) that I'm eager to apply in this new role. I'm excited about the prospect of joining this organisation and bringing my skills and expertise to the team.”

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Don’t volunteer for additional information

If not directly asked about the reasons for leaving the previous job, there's no need to volunteer information about being laid off or fired, advised Rajiv Talreja, founder of coaching firm Quantum Leap Learning Solutions.

“Avoid displaying bitterness or resentment about being laid off or fired. Keeping a level-headed, professional demeanour will make a better impression,” he added.

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