Questions about Leaving Previous Employment (Layoffs)

Questions about why you left your previous jobs are standard, but if one of those departures was a layoff, the situation requires careful preparation.

Approaching this topic with honesty, professionalism and a positive outlook is key to not damaging your candidacy.

Emotional preparation: Letting go of negativity

Before the interview, it is critical that you have emotionally processed any negative feelings (sadness, anger, injustice) related to the layoff.

If it still affects you, you may unconsciously reflect it in your facial expression or tone of voice, projecting negativity.

Do a reflective exercise to accept what happened, focus on learning and look forward to the future with optimism. Your goal is to narrate the event in a calm and professional manner.

How to explain a layoff: Honesty, focus on learning, no blaming or badmouthing.

When asked about the exit, follow this strategy:

Be honest, but concise and positive: Don't try to hide the layoff if you are asked directly, as they might verify it.

However, you do not need to go into lurid details. Explain the situation briefly and in as neutral terms as possible.

Focus on learning: The most important thing is to demonstrate what you learned from the experience and how it has made you a better professional.

Don't blame or bad-mouth: Never criticize your former employer, boss or colleagues. This always projects a negative image of you.

Show gratitude (if possible): Express appreciation for the opportunity and what you learned during your time at that company.

Sample responses:

• "There was a downsizing and my position was one of those affected. I understand the company's decision and I am very grateful for my time there, as I learned a lot about X and Y."
• "The project I was working on was cancelled. Although it was unexpected, the experience strengthened me in [specific skill] and I know it will be valuable for future projects."

Handling complex situations (Poor performance, poor relationship).

If the termination was due to more sensitive reasons, the strategy remains the same: controlled honesty, focus on learning, and demonstrate that the problem will not be repeated.

Poor performance: Admit that you did not meet expectations in a specific area, briefly explain why (e.g..

"I did not adapt as quickly as I expected to changes in zone distribution") , what you learned about your areas of improvement and, crucially, what you have since done to correct it (training, change in approach, etc.).

Ensure that it was a one-off situation and you agreed to leave on good terms. You can offer references that validate your overall performance.

Bad relationship with the boss: This is a very sensitive issue. Avoid conflicting details.