How to Disclose a Layoff to a Hiring Manager | FlexJobs (2024)

Whether you were laid off from your last position or another past job, knowing how to handle sharing this information in an interview can be stressful. Even if the layoff wasn’t your fault and was motivated by the company’s economics, rather than your performance as an employee, it can still feel risky to reveal that you were let go.

There are a few different ways to handle disclosing a layoff to a hiring manager. Consider these options and use the one that best fits the interview situation that you find yourself in.

Wait Until You’re Asked About It

Many job seekers wonder whether they need to pipe up during an interview and volunteer, unsolicited, the fact that they were let go due to a company layoff.

While some hiring managers may understand that a layoff may not be linked to a worker’s performance, others may be nervous about hiring an employee who was dismissed for any reason, so it makes sense to be strategic in deciding if and when you need to share it.

“It’s not necessary to disclose unless asked directly,” said Julia Hawkes, Head of Intake at Wanderlust Careers, LLC. However, Hawkes added that if an employer asks you point-blank, “Why did you leave your last position?” you can be honest in admitting that you were laid off. “Layoffs are often due to organizational issues and not performance, therefore it’s not taboo to disclose,” she pointed out.

Hawkes suggested choosing your words carefully when reporting this to make it clear that the company’s layoffs affected multiple employees, if that was the case, and that they were economically motivated, rather than performance-based.

She advised using an explanation like this one if it’s accurate, adjusting the wording to fit your situation: “There were major layoffs at my company due to [the economic instability of the time], and I and [X number] others were laid off in order to [cut costs].”

Come Clean

Jessica Tappana, who owns two businesses—Simplified SEO Consulting, which is fully remote, and Aspire Counseling, which is hybrid with several fully remote employees—suggests that candidates should be transparent about the layoff and directly disclose it during an interview. “Layoffs happen,” Tappana said. “Hiding it can make this seem more concerning than it even is. So, be honest in sharing what happened.”

Tappana emphasized that even if you left on poor terms or with hard feelings about your boss or the company, it’s vital to always be polite and respectful of your former workplace. “If the hiring manager asks for more details than you’re comfortable sharing, just state something like, ‘I have great respect for [insert company name], so I’d prefer not to go into details. The bottom line is that even though we parted ways, I really learned a lot during my time there,’ Tappana said. She added that this openness, lack of defensiveness, honesty, and respect for a former employer will go a long way.

Wendy Sellers, an HR consultant and owner of The HR Lady, agrees with the importance of coming clean. “A layoff is very easy to explain, because it was literally not the employee’s fault,” Sellers said. “I recommend listing it on resumes as well so it does not appear that the employee was a job-hopper or got fired for poor performance or worse, a bad attitude.” For expert advice on updating your resume after a layoff, see How to Address a Layoff in Your Resume.

Like Hawkes, Seller also recommends that job seekers be intentional in how you speak about the layoff, including stating how you felt about the layoff. For example, you might say: “I was shocked with the layoff of 10% of staff. I really enjoyed my time there and learned a lot, including [ABC].” She added the caveat that you should be sure the points you list having learned are things that can be used in the job you are interviewing for.

You might also say: “While I was disappointed and hurt by the layoff, I was not completely surprised, as the company had been struggling financially for a while. I appreciated that the CEO was transparent about that and I truly do hope they are able to overcome it. I am excited to take what I have learned there, such as [XYZ], to my next role.”

Focus on the Positive

While discussing a layoff can feel negative, there’s a way to spin them back to your favor by focusing on the skills you gained and accomplishments you achieved while at the company. “State what you accomplished during your time in the role, and above all, remain positive,” said David Siegel, CEO of Meetup. “Focus on what you got out of your time at a company.”

When Siegel conducts interviews, he listens for details that show an employee’s potential. “I want to know what a candidate accomplished in a role; I care less about the circ*mstances that led to a company’s choice to lay off staff,” he said.

Siegel pointed out that while layoffs are a career setback, they are common in tech and other industries, so he doesn’t think they carry the stigma that people fear they do. He echoed the advice to always be honest about a layoff in a job search, which includes never lying about your start and end dates to a hiring manager. “If you can, share the percentage of people at your former company who were part of the layoff,” Siegel said.

Bounce Back After a Layoff

Related Articles

Related Categories

• Avoiding Job Scams
• Cover Letter Tips
• Job Interviewing Tips
• Job Search Motivation
• Job Search Tips
• Networking Tips
• Resume Tips
• Social Media for Job Seekers