Being adaptable and able to learn from bad experiences is highly sought after. If handled correctly in your job search, even the worst experiences can help highlight your greatest strengths.
You should be prepared for the topic to come up. You might be asked in a job application, or maybe later, during the interview process. At some stage, employers and hiring managers will want to know why you left your previous position.
The question isn't whether or not you will need to discuss your termination, but how to have the discussion when it comes. Before you start, make peace with the past. Talking about losing your job will bring thoughts and feelings back to the surface, and it's better to get a handle on those things ahead of time. The last thing you want in job interviews is for unresolved emotions to bubble up as a resentful tone, negative comments or defensive body language.
HR managers aren't looking for the full story of your worst moments. They want to know what strengths, skills and experience you can bring to a position. In fact, don't put it on your CV at all.
Prospective employers and hiring managers don't expect to see that information at this stage. Highlight the highs and not the lows. Not every job application will ask you why you left a previous employer, and there's no need to bring it up until you're asked.
It will be much easier to cover this topic in the back and forth of in-person conversation than in writing. You are now a Monster member—and you'll receive more content in your inbox soon. By continuing, you agree to Monster's privacy policy , terms of use and use of cookies. Search Career Advice. Job Termination and Your Resume No matter how you left, you need to present the best accomplishments you made at the job to prospective employers.
Kim Isaacs, Monster Resume Expert. Related Articles. Browse articles by Find The Right Career Path. Professional Development. Most Recent Jobs. However, if you were fired due to personal performance issues or something that a potential employer may view negatively, then you should leave the reason off your resume — and possibly the job itself, too. However, if you choose to leave any off, you should be prepared for a potential employer to ask you about it if they discover it on their own.
This is especially true if it leaves an employment gap in your job history. This is particularly true for past jobs that have no relevance to your current career. For example, a high school job as a cashier at your local grocery store does not necessarily have relevance to someone who has gained experience in accounting since then. A resume is essentially a summary of your work experience and education.
If you have a lot of work experience , the general guideline that you can follow is to include the last 10 to 15 years. However, if you have experience from before then that is relevant — include it. If you do choose to leave a job off your resume, then you need to be prepared for a potential employer to ask you about it. Leaving the job off your resume does not automatically erase the job from your past.
An employer may find out about it through a background check. So, how should you handle being asked about this? You can simply say that you left the job off of your resume because that position is not relevant to where you currently are in your career.
I touched on this previously, but you need to consider the differences between omitting a short-term job on your resume vs. The most important would be if it gave you relevant experience in your current field. If so, then it may be worth keeping it on your resume. However, if it was a job that just helped to pay your bills and did not give you any relevant experience, then it is most likely okay to leave it off.
However, if you had a job for longer than that, then it may be more worth it for you to include it on your resume. When it comes to omitting a long-term job from your resume, it can be more challenging. It will require a lot of thought from you. If you choose to leave a long-term position off your resume, then chances are that you will end up with an employment gap in your job history. You will end up having to explain this to your employer anyway, so it may save you some trouble by just including it on your resume.
If your more recent job history the last 5 to 10 years includes relevant, consecutive, and successful job positions, then your employer most likely will not be worried about a small gap in employment from a long time ago.
Of course, the job application itself may be a different story. Most of them will ask for a brief reason as to why you left each job. The goal of a job application and resume is to get an interview, and you will be far better at explaining the situation in person rather than on a piece of paper.
Keep in mind that your resume will be different from a job application. A resume is a document that you create yourself, and there is not much that is required for you to include unless it is a federal resume for government careers. There are no employment laws that require you to include specific work experiences.
However, a job application is different. Sometimes, job applications will indicate for you to include all of your recent work experience.
If it says this, then you should do your best to include everything — including jobs that you were fired from or were short-term. If you omit anything, then the employer may see that you withheld information when they do a background check. This will reflect negatively on you. Regardless of whether you include a job that you were fired from on your resume, there will most likely come a time throughout the interview process where you have to explain the firing.
Keep in mind that employers typically understand when they see a less-than-perfect job history. However, they will want to see you explain any terminations in employment.
For starters, as I have suggested before, do not mention the termination reasons on your resume. You will be able to explain the situation much better in-person rather than on paper. For example, when listing the job on your resume, do not say that you are currently employed there. The reason was a HIPAA violation on my part, though as far as I know only dealt within the facility where I worked as I never heard anything from outside.
I have been employed at 2 separate healthcare facilities that I made aware of prior to being hired at those two places. Do online application programs such as developed by Healthcare Source or other software lend themselves to automatically exclude an applicant because those above mentioned terms involuntary separation, etc. Your thoughts. Honestly, I don't have an answer regarding how you should handle the resignation.
If they can fire you without cause, then there is nothing you can do. If they have to have cause, you can fight it or try to go to court. If you fight it, you could end up being miserable there as they will make your life hell.
You could sue, but that could take a long time and you may end up losing. However, since the job market has tanked, who knows how long it will be before you get another job. Based on the brief details you provided, I would resign since you may not like working there. You could also ask for a transfer to another department if that's possible.
Now, if you do resign, you can simply state on applications you resigned to pursue other job opportunities. This is true. However, if any prospective employer asks, they may find out about the issue between you and your former supervisor.
You can state that there were difficulties between you and your supervisor, so it was best to move in in the best interest of the organization. This makes you look good, as you put the organization ahead of yourself. I was requested by HR manager and General manager to resign, they both told me in the meeting that my work history with the organisation is very clean and I have no single warning in my 10 years of employment.
However, they told me that they have noticed there is no cooperation between me and my direct supervisor and they see that I don't support my supervisor enough. Because they see my position is important and my supervisor is important as well and there is no room for mistakes I have been working for 10 years and my supervisor have just arrived in Feb She is 3 years with the company only.
However, the HR manager and general manager sided her. How should I answer the question in a job application when they ask why did I leave my previous job? For sure I will need to put at least the HR manager in my references and she will be contacted by the other employer. I still did not send my official resignation and I'm not planning to raise a claim against my employer, even though the law is in my side.
What should I do best for my career and find another job because I have the qualifications, experience, very good performance appraisals from previous managers. Please advice me how to answer the question why did I leave my previous job and second what should I do with my employer before I sign the resignation to secure myself.
I'm so sorry to hear that. It doesn't sound like your request was unreasonable at all. That being said, you can state that you requested accommodations due to a disability and your employer had concerns about that.
Then you were terminated with the reason given of performance issues. Let the employer draw the conclusions in this case. Now, it is during the probationary period, so it's not all bad. You can keep it simple - your employer let you go because it wasn't working out, and you can say you agreed with that. I doubt you would want to work in an environment like that. You can stick to the truth and give the details, or you can generalize. You aren't bad mouthing your past employer if you recite the events leading up to your dismissal.
I was terminated 1 day shy of my 90 day probationary period due to requesting reasonable accommodations for my disability.
My employer stated that even though I notified them I had a spinal disability prior to getting hired they didn't realize I would need accommodation and that it was too much trouble even though I offered to pay for a new chair completely out of my own pocket. On my termination paperwork my employer listed that it was due to performance, however I have thorough documentation that shows that was never an issue. There has already been a charge filed with the EEOC and they said it would be roughly a year before it gets resolved, so it is still in legal limbo.
In the meantime, while looking for other employment, I am unsure how to list the reason for leaving my last job when that question is specifically asked.
Obviously I want to be straightforward and although I am always transparent in the fact that I am extremely intelligent and capable despite having a disability, I don't want to talk poorly about my former employer. How would you word this? I was asked this question recently and I took the easy way out by lying I'm not proud of it, but being truthful would likely have cost me the position.
Your tip of "Involuntary termination" is also a good one and I'll this from now on. Sorry to hear that. It sounds cut and dry. Just explain what happened in any future interviews and that you learned from your mistakes. I had an HR incident with a former employee. I was giving a one final warning. Later in the year I had an expense report issue which I informed my boss of prior to submitting and was told to submit.
I was then terminated for violating policy. If it's against company policy to use marijuana, you can simply state that you violated company policy.
But then you would need to explain yourself in any interviews. If it's illegal in your area, well, that's on you. If it's legal then that's fine, but if it's against the company policy, that again is on you. You need to determine if using marijuana is worth the possibility of losing a future job. I was informed of the accusation, and was given two options: be immediately transported to a nearby clinic for testing to dispute the claims, or refuse testing and leave the building immediately.
While I have NEVER been under the influence at work as in, I've never smoked before work or during breaks , there isn't any way that I would have been able to pass the test, simply based on the half-life and the substance itself-- marijuana is not legal in my state aside from medically. So, I made the decision to refuse testing. In the moment I was verging on a panic attack for most of the meeting, so elaborately rational thought wasn't necessarily forthcoming , I thought it was better to be terminated for suspicion than terminated for verified use.
Please help! I'm sorry, I don't understand the question. My general suggestion is to keep if generalized and brief, then elaborate if you have a job interview. Am given a chance to apply for the job in a different department, in the same company how can i say i was terminated in filing the job history where it is asking reason for leaving?
There isn't much you can do unless you can prove it was wrongful termination in a court. Otherwise, move on and try to find other work, you could be better off for it. Though in an interview, you'll have to state why you were fired and not try to place blame, it'll make you look bad. Just state what you have done to improve since then.
I worked at a construction rental company. The new district manger wanted to get rid of me and started writing me up for everything.
I was on my 3rd and final write up. I had a machine thae malfunctioned on truck. It hit a bridge and i was fired. They tried to fight unemployment and i won. How do i approach this situation. First off, being with clients in a non-work setting is always a bad idea. Even if I see a client out in public, I don't say a word to them and they usually understand why.
Beyond that, investigating it yourself is usually a bad idea. You usually have a HR department who handles that and it could seem like intimidation. You could simply state you improperly handled a situation involving an internal investigation. But, with the story changing, it would be hard to back that up. You can ask them to provide you something in writing why you were terminated to utilize in future interviews and have proof.
If they want you to finish paperwork for them, that could be a time to state that you want something in writing advising why you were terminated to use in future job opportunities. I was fired from a job in the healthcare field. There was no moral turpitude involved in anything. I have been both told that there has never been an issue or a complaint from me before. I did not receive written warnings or corrective measures. A situation developed during a intercompany issue that involved several staff and clients.
I was not on the clock during said function. I was accused of cursing and ridiculing. I have others that witnessed the situation associated with me. I had been asked to attend by others. Someone presumably for attention began spreading lies and slander the following day which began to impact work and started a big interagency issue. I was told about it, at work the following day as I was filling in for someone on my only day off.
I attempted to go and resolve the issue. I was quoted from someone else as saying I was "Going to get to the bottom of this excrement. I attempted to resolve the issue by clearing up any misunderstanding or communication with the individuals whom had claimed days later I had said something I had not and started the whole rigmarole.
I did so directly after the discussion of the issue with a supervisor in which I had told them I would not attend anymore functions, etc.. The next day I was hauled in and told that I had been "intimidating others.
I was then given two completely different reasons I was fired from two different clients and lead to pick up my stuff. Others that attempted to point out that the initial information given was not what happened as they had been present and I had not been on the clock were threatened.
I have had a strong relationship with individuals whom have dealt with me regularly. The issues that I was given for termination were not what the company sent to unemployment as they are attempting to block my unemployment as well. The things they have told former employee's are also different. The issues are completely baseless and have been exacerbated by individuals involved in the slander that started after said function. I was told once and not for the reason I was terminated that my issue was attempting to resolve the issue on company time.
This however, again, was not the reason I was given. The reason given to unemployment was "Badgering others while on the job I knocked on the doors to try and resolve the issue in an area in which I was working. Now, personally I know I should of picked a more appropriate time to try and resolve the issue, though I am not sure that would of mattered. They couldn't fire me since I was not on the clock for the previous issue in which they quoted both the lie and apparent cursing. Policy mentions that I am required to have three written warnings before termination.
If the supervisors and bosses were contacting me concerned over a situation that had not happened on company time and urged me to try and resolve the matter, and I attempted to resolve the matter, but did not speak to anyone Then what am I suppose to put down? It truly seems as if I am some sort of scapegoat but I know that is not something I can put down on an application as the reason for leaving. I don't know which reason to put down as the reason keeps changing depending on who is asking.
I thought of saying on an application something along the lines of "Attempted to resolve a matter affecting work at an inappropriate time. Will choose better time to address issues in the future and resolve things at more appropriate times.
I am unsure of both the official reason as the story keeps changing and what to put since all of my previous assessments were adequate. I often had people whispering about me, and rules put into place that affected only me.
The termination was sudden and I have no real recompense. I am unsure how I should proceed and have been informed that this has negatively impacted at least one application. To answer your first question, just hand in a letter providing at least a two weeks notice. Doesn't matter when, as long as you give them two weeks. Though I recommend you don't job hop unless you really find something better. Having too many jobs in a row can look bad as it shows you won't commit. Some jobs ask for your work history, so it would be good to include anything you have had before.
It may not be worth putting on your resume, but if they do a background check, you may need to explain why you didn't include it. Or, you may need to justify why there is a gap in your job history.
That last question is a big one. I didn't even land in the career I wanted or planned to be in. So it's all a roll of the dice and seeing what works for you. Its been a bad yr starting off David. Lost my mother in Feb which really left a hole in my heart i dont think ever could be filled, my 10yr old son is trying as it hurt him too.
Well i just started this new job to get income coming in, idk if it will work in long run though? What is your recommendation for giving a notice only if i find better job? Anything recommend saying? Any suggestions about finding a career that fits me online,college,trade school? First, in any response you'll leave out the other part about the complaint a co-worker made.
The two don't really go together. I feel where you are coming from, but not one is going to see that as justification or retribution, and it will just make you look bad.
State you made the mistake and that you won't do it again. It was stupid and you admit it. Expand upon that and know it's illegal to sell lotto tickets and alcohol to minors, and you will strictly adhere to that. I asked a question in the question section but i feel like I need to further explain to receive an appropriate answer. I was fired from my supervisor position at a grocery store for selling scratch off lotto to a minor.
It was a mistake, I should never have down it. The minor was a coworker who was a week away from his birthday. My twisted reasoning was that I was extremely mad at the company. My teen-aged friend had just made a complaint about a coworker making inappropriate sexual comments and corporate informed the man that she had made the report. She called me in tears because she was afraid to walk to her car and he then started sending her creepy Facebook messages.
I sold to the minor a few days later and actually said "If they won't fire "blank" why would they fire me". I also figured it would not be pushed because one of the managers knew about other minor employees buying tickets in the past. Plus he only had a week until his birthday. I realize that nothing excuses me selling lotto to a minor, but i have no clue how to go about getting another job.
I've been told that the company does not have the right to state why I was terminated but I'm a really honest person and have a hard time not being over honest. If an interviewer asks why I was fired I'm just gonna word vomit "I sold lotto to a minor a week before he was legal" and i can imagine that will not go over well.
How do I explain that I made a extremely illegal mistake in the best way possible? I'm sorry for your situation. It's a hard thing to handle when your application is looked before because of a statement that you were terminated. You can state things like, "Insufficient job performance" or "Dismissed due to insufficient improvement".
I also recommend you try government agencies. They typically consider everything when you apply for a job. I received a government job despite my termination. Also, if you are still receiving treatment, you can talk to those giving you treatment about vocational services that may assist you in obtaining a job. How does a successful person get that diagnosis after 40 years? Long story short, the system I had established for myself had stopped working.
I had some issues at work due to this but I was working with my boss on improving. I was also working with my child's pediatrician, a child therapist and his school to help him. I had to take time off through FMLA to pick my kid off from school and help him study and work on behavioral modification because I believed he was too young for medication. At the same time I entered treatment for myself.
I was put on meds for ADHD. I lost 30 lbs but my ADHD did not improve and my anxiety and lack of sleep got worse. I made the decision to get off the drugs and simply do behavioral modification.
My boss got promoted and the person who replaced him started leaving me out of meetings and making me report every minute of my day. I had a candid conversation with her about my situation. She said this like everything else will pass. A week later I was put on a Personal Improvement Plan for a month and after that time she called me in and said I had improved but not enough for her.
That was 18 months ago. I have always been a very disciplined person which helps with my condition a lot. I used this time to help my son deal with his anxiety and to control his impulses. We had to put him on medication since then but he has improved a lot.
We moved to a county with better education and better help for him. His grades are up, he has friends and a good support system. So I have started to look again for a job but the "reason for leaving" always trips me because they are asking that on the online application. Im a firm believer in always being honest but if I was a recruiter the phrase "involuntary termination" would automatically make me skip myself.
You said it here many times - say you worked on your issues and highlight what I can do - but this can only be done if I make it to the interview, which so far has not happened whenever I used that phrase. I think that is a great response, but I do recommend that you throw in something about how you will address your interpersonal skills.
I'm a lot like you, I'm direct and to the point. It caused me some issues with my employees as well, so I had to learn how to soften and tailor my approach. One thing I recommend is throw in something that you will consider the person you are speaking to, and will adjust your tactics based on how they have responded in the past. I was terminated due to repeated calls to HR regarding perceived mistreatment of employees. I am a very straightforward person and when employees were having performance issues I would deal with that directly.
I had employee who was under disciplinary action call into corporate HR 2 years ago and I was told to seek improvement with people skills.
This same employee called corporate again before leaving his position. Then another employee called into corporate and even though I was exonerated, I was told that I should not have anymore similar issues. About a year later or a couple of months ago, I had two employees who were having performance issues. Both employees called in to Corporate and I was let go. I have a letter of recommendation from my former supervisor who told me he didn't agree with the decision but it was beyond him.
I also have letters of recommendation from a peer and direct report. I was a very high performing employee who was 1 of 10 people selected from the organization of to participate in a leadership forum over a 6 month period. I am trying to decide the best way to represent this in an interview and any advise would be appreciated.
I was let go from my position due to concerns with my handling of under-performing employees. I am a very straight forward person who is passionate about my work and those I work with which has been construed as harsh at times. I have come to believe that more collaboration with the human resources department and my superiors will allow me to address similar situations with success in the future.
Listen, employers know there are times employees are unhappy, but you try to keep that to yourself if you can. Admit you messed up and you won't do it again. If you have a problem, you'll find a constructive way to resolve it and not involve any clients when doing it.
I was let go after I was apparently overheard by a client saying something negative about the company. How would I explain this during an interview? You can simply state, "I was terminated due to attendance issues, which have now been resolved". Then in any interviews go over what happened and what you have done to resolve those issues. Show you made the effort to resolve them.
Focus that the issues are resolved and you don't plan to have those issues again. I am was let go from a job for not having my badge on me and missing to many times punches along with to many days missed due to sick kids and no family around to help. It has been resolved but I am not sure how to say it in my application for a job. It's a hard situation. If you state all of this and your former boss denies it, then it will look bad for you, even if you are in the right.
You need to state why you were terminated, but also state you had a difficult working relationship with the last boss, and you felt it was for the best you were let go anyways. Then state you always try to meet deadlines, and learned what you need to do in any future situations that may be like this.
I was let go a few weeks ago. I have never been let go from a job before. I worked for my previous company for 14 years. My current boss was so difficult to work for and was not consistent with his leadership and lacked integrity.
A week prior he sat in my office and told me that I was doing a great job a week later he lets me go because he stated the data base was backed up. I was not given the opportunity to focus solely on these leads nor was I given any plan of correction or write up.
I was simply let go. A couple days later he puts his friend in my position. I had many residents and family members who were angry about the situation and volunteered to write letters of recommendation. I met quotas set forth by my regional and I was ahead of the expectation to fill the building.
I do not know what to put on my application. I don't want to lie, I was let go but I don't even know how to begin to explain it. I am a positive person and want to take the high road but I need help on what write on job applications or say at interviews.
There could have been many reasons why you didn't get that job. I would continue to be honest. However, is this always illegal, or just a reason that someone can be fired?
If so, you can state you violated company policy and go in more detail in an interview. Or, you can keep it as is. It doesn't seem like a big deal to discuss salary, and any employer should know that.
Just assure any future employers you won't do it again. I was fired for discussing salary with a fellow employee. Illegal in CT. Not filing suit. How do I explain this in an interview or on a job application. I applied for a job was honest on the application never heard from them and my references were never called. Thank you. On applications you can state you violated company policy.
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