Tuesday, December 09, 2008

Explaining a Layoff to a Recruiter

We all know that there is a recession. Companies are scrambling around to make sure they make it through the tougher times. But what happens if you're unfortunate to be one of the people who are cut?

At first thought you wouldn't think there is much need for explaination - times are tough, people are cutting - but sometimes recruiters want more insight into your particular circumstances. The Wall Street Journal has a great article for how to deal with the, "Why were you laid off from you last job?" question when you're interviewing for your next place of employment. The gist of the article says that job seekers need to skip the details of their departure and keep self-pity and bitterness out of the interview. Focus on how the transition can be a good career move for you and a better, stronger worker.

Check it the full article here: Explaining Your Layoff to a Recruiter

Also, you may want to check out these related articles:
Am I Going to Be Laid Off?
Keeping Your Spirits Up: Dealing with Dissapointment in Your Job Search

Any other recruiters or those who are currently interviewing after a lay off - sound off: let us know of any tips that you have found helpful or not-so-helpful! Email us at ncjobs@employmentguide.com or leave a comment!

- Rosie Reilman


Mark Cummuta said...

Excellent points!

I blog for CIO Magazine on job search tactics and strategies. From my experience, I would add to never, ever bad mouth or degrade any of your prior employers (or managers or team members), including the one that just laid you off. No one wants to hire a whiner, and with so many candidates to choose from, hiring managers can be as selective as they want.

Instead, focus on all the positive points of your most recent position. Highlight how many people were laid off, using percentages or total counts for your team, project, department, office, branch and/or company to impart that your layoff was not related to you or your performance, but to the overall company.

Ideally, get a referral or recommendation from your manager from the employer, as well, describing your work performance and the impact you made to actual business results. Even if you're already out the door, contact your prior manager for this. With a LinkedIn account, you can even request this directly online, and then their referral will be public for everyone who views your LinkedIn profile.

Thanks again for your post!

Mark Cummuta
CIO Job Search: A Real Life Chronicle

The Employment Guide said...

Those are great additions! Thanks Mark for your insight and comments!
- Rosie Reilman