Career Cube Blog

Everyone who’s been fired raise their hands.

Yup, mine’s up there too. With the way corporate environments are these days, it’s not unusual. There are very few people who haven’t been fired or laid off at least once in their career. So why are job seekers still so ashamed of it? (See last issue: Are You A Defensive Interviewer?) Why is someone ashamed of being fired when the reason that isn’t shameful at all?

Here are 3 examples, what the reasons behind them were, and how to handle it if you ever find yourself in a similar situation.

INSTANCE #1: I’m being deliberately vague on this one as the person asked to remain anonymous. So no name, and not too many details: One person had a 30-day review during which, it seemed to me, they were set up. The company was going through the motions for documentation and procedure. Because of what they said during this review, there wasn’t a chance it was going to work out in favor of the individual. Two weeks later they were fired over a very petty thing, saying the changes they’d advised the person to make hadn’t been made.

What to make of it: My assessment is that the company, or an individual, had it in for this person. Who knows why? Sometimes managers get threatened. Sometimes someone higher up just wants someone out of there, but not for a legit reason. It’s not always the fault of the person who was fired. If this happens to you, look at how long you’ve been there - two months doesn’t bode as well as two years. Look at any tenseness. Anybody in particular seemed to just dislike you? or avoid you? Or pick on you? Did a new boss just arrive and that person share’s a common area with you?

How to handle it: “Why did you leave your last job?”–>”I was fired, but I’m not sure why. I’d been at the company for 3 years, and my reviews had been good. Suddenly, I had a 30-day review that seemed clearly like it was just protocal and documentation for what was to come. And two weeks later I was fired for (name petty reason). It seems to me there was some sort of agenda going on in the background.” Say it matter of factly, not defensively and add nothing negative about your employer. But you need that supporting information - if it’s true - to spin it in your favor. Otherwise, it cen be inferred that the problem was you, not your employer.

INSTANCE #2: A guy was fired for refusing to do something unethical. What a blessing! That works in his favor a number of ways.

What to make of it: This one still blows me away. What a stupid company. The request was, in fact, an ultimatum, whether the person knew it or not. It was also a test. How absurd to ask someone to do something you don’t know if they’re comfortable with. Whatever that instance was indicative of, you can bet there’s more of it present.

How to handle it: With pride, only without sounding proud. Straightforward and straight up. “I was terminated for refusing to do something unethical.” If they ask you specifics, don’t tell. Just say you’re not comfortable disclosing that information. If they don’t believe you, they’re stupid too. They should respect you for not saying what the specifics were. If you do, you’re gossiping.

The specifics aren’t the hiring company’s business, and quite frankly, they shouldn’t ask you for them. To not tattle is to have class. If the hiring company has trouble with that, and the interview goes south, when it’s over, leave, and don’t look back.

They might not ask you back because you didn’t tell, so they didn’t believe you. Who cares? They’re out of line to expect you to spill. If that’s their philosophy, it’s going to show up other places too, and it would have resulted in uncomfortable situations were you employed there.

The other reason they might not ask you back is because they’re not on the up and up about something. Again, if you’re not asked back, don’t waste your time wondering why, and don’t take it personally. The company you want is the one that respects you for not telling stories and likes that you stuck to your ethical guns. They’re the ones that will want you back. That’s the kind of place you want to work.

INSTANCE #3: I started recruiting in 1985 with a firm in Dallas, TX. A big, public one - not franchised. Our manager was excellent. Funny, a great teacher, really a gem. In fact, he was so good, they promoted him to a different office. Unfortunately, that meant that thee promoted the assistant manager in our office to take his place.

I’d been there about 2 years. I’d started the healthcare industry, and after a bit, they’d given me a team of recruiters to train and counsel, etc. There were between 12 and 16 people in the office (lots of turnover), and everyone came to me, including those who weren’t in my department. I was a top producer - me and another guy were always either #1 or #2 in the office, and consistently in the top #15 of the 185 recruiters company wide.

When she fired me, I hand’t seen it coming.

What to make of it: She was in her early 20s, like me, and didn’t realize that respect was earned, not automatically accorded. She was a sad thing, really. Very pretty, dressed well, excellent recruiter. But she was also arrogant, a snob, and clearly relished being an authority figure. She had sort of this way of talking down to people. She could also be nice, and funny, but when she was wearing her Manager’s hat, she could be a nightmare. Like that girl with the curl in the nursery rhyme.

How I handled it: I owe this one to my super corporate dad. Hey, I was only 23, and I was freaked! He said, and I quote, “If you haven’t been fired at least once in your life, you’re not doing something right.” Meaning, you’re being too mealy mouthed and not pushing the edge, or you’re knuckling under, etc. So he was a big help with my attitude and wording for interviews.

So I just told the truth: “She was promoted into that spot and didn’t realize that respect didn’t automatically come with the title. When the recruiters in the office came to me for help instead of her, whether they were in my department or not, she was threatened and so she got me out of there.” And I would also include my production stats so that it was clear my capabilities weren’t in question.

As it happens, the intro in my ebook has a quote by that manager that was transferred. His name is Jim Cox. Corporate was in Atlanta, and Jim lives in Atlanta too. He continued with the company for a while before leaving, so he told me the end of the story. As it turns out, production numbers in the Dallas office dropped under her, so she was transferred to Atlanta and given a desk - which means she went back to a staff recruiter position. Sometime later she was fired, though I can’t remember the reason Jim told me. What goes ’round, comes ’round.

There is no reason to be defensive about being fired when it wasn’t your fault. Bosses are people and they have issues, insecurities, take a weird dislike to people for who knows why, want to clean house, and all sorts of other reasons that have nothing to do with you. You need to recognize that and not take the termination personally. Because if you do, then you get subconsciously defensive. Then you act like there’s something wrong, and so it looks like there’s something wrong. As if you’re not telling the whole story. The hiring authority becomes suspicious and wonders.

I know how it feels to think it’s your fault. I was there too. But now I’m telling you that it’s NOT ALWAYS YOUR FAULT. And it’s NOT always about you. And when it’s not, then recognize that, put a positive spin on it mentally and verbally, and stop worrying about it. Answer the question, support it with positive information about yourself, and let it be. You’ll be respected for it, believe it or not. And don’t assume there aren’t any skeletons in your interviewer’s closet either.

As for getting fired for reasons that are your fault, well, that’s another column for some other time.

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