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How to handle an Interview question (and interviewing in general).
Drakeon
Registered User regular
Registered User regular
Hi all, I recently was let go from my job and I'm trying to get another job in the same field (Probation). I have had a few interviews, but none of them seem to go too well. I've never been terrific at interviewing, but I have a feeling I need to find a great way of explaining what happened at my last job so that it doesn't disqualify me immediately.
Basically, I worked for a Probation Department for roughly ~10 1/2 months and was subsequently released from my probationary status. Now I've been applying to other departments, but when I inevitably bring up my experience in Probation, the fact that I was let go comes up. I still don't really know why I was let go and telling an interviewer that, I feel, comes off as disingenuous. I have a few ideas, but they are honestly just speculation and nothing more, so I don't really want to float those either. How do I deal with this when it comes up in an interview? They usually want a reason and I can't really give them one, which I feel greatly hinders my prospects.
When its come up in the interviews I've done so far, I've indicated that I had been searching (and recently applied for) another department (and had tested with said department the day before being let go), in the hopes that I would be able to move back north near my and my wife's family. Which is true, but I don't know if they buy that reasoning (I don't know if that had any implication on me being let go either).
I'd also appreciate any general advice on interviews as well, as I feel I do OK on them, but I should be killing them given my experience and knowledge now.
Basically, I worked for a Probation Department for roughly ~10 1/2 months and was subsequently released from my probationary status. Now I've been applying to other departments, but when I inevitably bring up my experience in Probation, the fact that I was let go comes up. I still don't really know why I was let go and telling an interviewer that, I feel, comes off as disingenuous. I have a few ideas, but they are honestly just speculation and nothing more, so I don't really want to float those either. How do I deal with this when it comes up in an interview? They usually want a reason and I can't really give them one, which I feel greatly hinders my prospects.
When its come up in the interviews I've done so far, I've indicated that I had been searching (and recently applied for) another department (and had tested with said department the day before being let go), in the hopes that I would be able to move back north near my and my wife's family. Which is true, but I don't know if they buy that reasoning (I don't know if that had any implication on me being let go either).
I'd also appreciate any general advice on interviews as well, as I feel I do OK on them, but I should be killing them given my experience and knowledge now.
PSN: Drakieon XBL: Drakieon Steam: TheDrakeon
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If there were multiple people in the same probationary status, you might say "the position was a competitive probationary position and, while the experience was an excellent one and I would have liked to stay with the position, others were continued in the position."
If there was a scuffle or other non-professional conduct, you might say "The experience I gained with [FORMER COMPANY] was a valuable experience and, while that specific office was turned out to not be a good fit for me it gave me the knowledge that this is the line of work I want to continue with for my career.
When pressed about why it's not a good fit, you might say "while I can appreciate your concern given your position, I would rather not say anything negative about my former employer as they gave me considerable skills and experience." This not only stops this line of questioning, but makes you seem both mature and appreciative of your previous experience.
Ask questions, not just "whats the pay, etc" but "how does your company handle [job relevant situation]" and especially "is their professional development/growth opportunities for those hires interested in serving the company in a greater capacity?" Not only do these questions answer important topics, but they also show a degree of skill with the work and commitment to be a long term hire.
Would offering to let them see my Performance review help at all? Or mentioning it? I had a performance review that indicated my work was within expected limits (a 5/10, which, to my understanding, was typically what most people got).
Well, I was released from my Probationary Status as of [date]. I take full responsibility for this and I have taken time since my release to improve myself and insure that I am more than capable of meeting any challenges [prospective employer] would have to offer. I would honestly like to give you a concrete reason for why I was released, but unfortunately that information was not shared with me and I prefer not to speculate.
If someone isn't going to speculate why they were let go and try to improve on that aspect of their performance, I don't want them on my team.
If you're not going to speculate or give a reason, just say 'my contract wasn't renewed'.
I literally don't know the reason and I don't think "my contract wasn't renewed" would really suffice, given that it's not a seasonal position or anything. I have several ideas why, but I'm hesitant to present any of them without knowing that was the reason I actually got fired for.
Alright, I added a reason, that, push come to shove, I'd say was the reason that got me fired. How's this sound?
Well, I was released from my Probationary Status as of [date]. I take full responsibility for this and I have taken time since my release to improve myself and insure that I am more than capable of meeting any challenges [prospective employer] would have to offer. I would honestly like to give you a concrete reason for why I was released, but unfortunately that information was not shared with me. On my performance review, it listed I needed to be be more consistent with turning in my court reports on time. I struggled with this after my caseload doubled, however I was able to eventually increase my proficiency in producing court reports, even turning them in prior to their due date. In addition, my performance review indicated my court reports had been improving and required less correction.
I found something similar to this when googling about answering questions regarding being fired.
Although circumstances caused me to leave my last job in [blank], I got along well with coworkers and staff. Perhaps I didn't fully understand my boss's expectations or why she released me so quickly before I had a chance to prove myself.
I realize there's no magic bullet here, I'm trying to come up with an answer that is honest, relatively straightforward and doesn't sound like bullshit. I also realize I need to take responsibility for getting fired, I'm just not sure how to do that when I'm not sure why I was fired in the first place. It's kind of why I like the above example, although it makes me think I'm shifting the blame to my boss and negating responsibility.
No speculation, it shows you keeping positive about your time there, and interest in the new company.
To me your answers come across as either apologetic or like you're hiding something. "I prefer not to speculate" sounds evasive to me and I would never, ever tell my potential boss that I might not have understood my previous employer's expectations. Or that they let me go before I had a chance to prove myself- especially after being there just shy of a year.
1. You're a flawed employee who doesn't even KNOW what he does wrong.
or
2. You know exactly what you did wrong and refuse to tell me.
I'd rather hire someone who tells me, "I was let go because I didn't have sufficient experience in skill X, which was critical to the project. I have since spent time improving my areas in skill X, and I feel prepared to address that sort of work sufficiently now."
If you're not speculating, you either don't know that you weren't a great employee, or you know damn well that you weren't very good at working as a part of the team and were let go as a result. (Or insult your own reasons.)
It's perfectly fine for employees to be not perfect. They just have to be self aware enough to be improving themselves. That's the point of the question, "What's your biggest professional weakness." Yeah, it seems like a bullshit trap, but it's also a way for us to talk to each other and figure out whether we're going to fit as an employer/employee relationship. If you KNOW you're a much better worker when given clear cut tasks on a daily basis rather than being asked to be a self starter, there's probably still a job for you. We just need to make sure we don't put you in the job that requires you to evaluate large project goals at a quarterly level and set the day-to-day operational initiatives yourself.
This is a reasonable response as long as you can give it in a way that sounds sincere and not petulant, except that it doesn't explain why you were terminated if you went from being sub-par to better than average prior to your release.
Well, the only way I'd explain that was it was too little too late. Honestly, that was my best guess as to why I was terminated. I could go into a long and detailed response of how it all happened, but I don't feel that would necessarily benefit me at an interview.
However, for the purposes of perhaps finding a better way for me to explain it, I'll give a brief overview here. Another employee was fired and my caseload was doubled in size shortly after my performance evaluation, causing me to struggle with meeting my court report deadlines (more so than I had previously). It also happened that there were many court dates in April and May (just happenstance, as they would happen every 6 months), this meant that it was extremely challenging to get these court reports in. However, at the end of May, after things had calmed down, I was able to get several reports turned in before they were due or on time. I was then let go a week or two after that.
Like I said, I have several other ideas as to why I could have been fired. These include: I had applied to two other counties to transfer up north and if my supervisor had found out, I wouldn't have been shocked for her to let me go because I was looking elsewhere; I also had used two sick days (in the 10 1/2 months I was there), I bring this up because I heard coworker (and who knows if he knew what he was talking about) mention that he knew someone who got fired for using two sick days during their first year. However, that sick day one sounds like a stretch to me. Up until now, I had given the reason that I was applying and testing with other departments, but it didn't seem like the people interviewing me were really buying that (3 interviewers, 2 of them questioned me as to if that was the only reason) as a reason I'd have gotten fired for.
Using that as the reason isn't difficult. Whilst the boss you had might have seen it as disloyalty, you have to be loyal to yourself first and find the best fit for you. Any reasonable interviewer will recognise that. The one thing you don't mention is that you wanted a better salary, even if that's the case. As soon as you mention money, even if that is part of the equation (because work without money is called a hobby) they see you as mercenary.
Typically when an interviewer asks "And is that the only reason?" they are looking to see if you are uncomfortable, as a sign you are hiding something. Because you aren't sure, you are probably doing that and so they take it as a signal you are untrustworthy. Mentally prepare by telling yourself that it was the only reason.
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'Why were you let go from your last position?'
'I wasn't given a reason but I believe it was a budget thing.'
Said firmly and confidently. Fuck the 'they were still hiring thing' self detective work you've done, the new post won't know that.
I concur with previous posters that your odd treatment of the question makes it look like you're avoiding giving an answer and hiding something.