How to answer when you were terminated

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Jennifer Taylor

352

Communications Professional

11/15/20 at 5:40PM UTC

Career

How to answer when you were terminated

I lost my job in April because I was terminated. I had been written up previously. Back history: I took an Account Manager position because during the interview I was made to believe that I would be mostly client facing, working on development of new creative and managing a team of four. The position quickly became a data entry job with the fancy title. I still managed a group of four, but I was responsible for job entry into two different, very archaic systems (one wasn't even windows, but DOS based). I floundered and made mistakes because I was never trained. I sat with the person I replaced for one day, then I was told that all training manuals were "in the shared drive". It was a blessing in disguise that I was terminated. That was NOT the job for me. Now I'm interviewing, and have a very important second interview with a company on Thursday. What I've been saying is that I was terminated, but that the position wasn't what it had been advertised. It wasn't a good fit from the beginning, and even though I made the best of the situation, and wanted to succeed, it was apparent that it was not the job for me. Can anyone offer any other advice? I'm not computer illiterate, and I'm positive with the proper training I would not have been terminated. I also don't want to badmouth my former company. How to tactfully answer the question, "why did you leave your last position". Thanks!

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Anonymous

11/17/20 at 4:04PM UTC

Just say it wasn’t a good fit. Everyone has had a job gone bad. Don’t provide details unless they ask and more than likely they won’t. Because there have been so many layoffs due to COVID, more than likely they will assume it was related and won’t ask anyway.

Quennie

Goal oriented Weekdaymommy , a fun weekendmommy

11/17/20 at 2:59PM UTC

This is a very interesting scenario to be in. I agree to the advice given both by Meagan and Cate, nothing beats transparency and sticking to facts as to why the outcome has led to termination. While giving clear and concise brief of what happened, the potential employer would sense sincerity and professionalism.

Anonymous

11/17/20 at 2:23PM UTC

DOS? ! DOS???!!! LOL. I think the mere mention that the company used DOS--coupled with the statement that you were neither hired nor trained for the job would be enough. You could add that you didn't even know DOS still existed since it went out of use about 30 years ago. but you tried to independently research training for it when nobody that you asked in the office seemed to know how to use it but you couldn't find any.

Kimberly Olmo

254

11/17/20 at 3:05PM UTC

Many people in today’s workforce would never even have heard of DOS! I’d probably cry if someone told me to work in it.

Carli Garcia

344

Professional Dot Connector

11/17/20 at 1:43PM UTC

A combination of what Cate and Serina said. Also, try not to forget that hiring is a two way street. If this new opportunity isn’t satisfied with the “not a great fit” response, then they’ve shown their own hand as well. It is irrational to behave as if companies are never at fault (as the news tells us just how often they are). Pointing out facts is not “bad mouthing.” Any hiring manager who conflates the two is a red flag.

Anonymous

11/16/20 at 10:56PM UTC

I think I worked at the same place! This type of situation took a huge toll on my health and well being. If I live to tell the tale I hope it can be used as a growth and discovery opportunity.

Serina Joyce

11/16/20 at 10:54PM UTC

This is tough. I would be afraid that the interviewer is taking whatever I say and twisting it into something else. People who have been fired have a strike against them. It’s awkward, a bit scary and feels like a hurdle to finding another position. It helps if other people have been fired for the same reason, I suspect not your case, but if the company is so mismanaged, they might have a retention issue, so worth pointing out. I would also suggest offering a reference from that company if you can find one, someone who can speak in agreement of the situation in general or specific to you. Something that corroborates the company being somewhat at fault in the failure of your position. Then of course, share your lessens learned and your steps to avoid repeating that in the future. Now fit all of that into a few concise sentences so as to not dwell.

Jocelyn Lyons

231

11/16/20 at 10PM UTC

Sorry to hear about this, and thanks for being brave enough to share your story. That situation sucks! I think you should absolutely be transparent, but I'm not sure you need to offer unsolicited information. If you are asked "Why did you leave your last job?" I think you could respond by saying that there was confusion about the role for which you were hired, and the job that you were asked to perform was not what you were expecting - nor trained - to do. I would leave it at that. If asked whether it was your decision or the company's to part ways, I definitely agree that you need to be honest. However because of the nuanced situation I would try to avoid too much detail unless asked, especially so you don't seem like you are badmouthing a previous employer (although they certainly seem deserving of it!). Best of luck!

Erica Oliveira

Strategic Communications Leader

11/16/20 at 3:44PM UTC

Were you terminated for conduct/performance or what it a position elimination? There are some differences between the two and the perceptions associated with them.

Jennifer Taylor

352

Communications Professional

11/16/20 at 5:34PM UTC

Performance only.

Cate McCarthy

169

Multi-Potentiate Changing Lives

11/16/20 at 3:13PM UTC

Having had similar experiences - I suggest framing your answer around the following concept(s). We make our decisions based on what we know at the time. Unfortunately, this role was not what you had expected it to be and you worked diligently to improve the situation by investing time to learn an antiquated DOS based computer system and working with your managers to improve training and obtain additional staff for your team. Regretfully, the time came where you had to part ways, and they were just faster at pulling the trigger to terminate you, than you were at finding a new role.

Jessica Christy

107

New Law Firm Owner

11/17/20 at 6:45PM UTC

I completely agree with this post. I would also add that this can be an opportunity to tell what you learned about yourself. For instance, I found out that I operate better independently once I've had hands-on training.