How to Deal with a Job Interview If You Got Fired from Your Previous Job

"Why did you leave your previous job?" This particular question during a job interview is hardest on people who have been fired. Here are some important tips to remember so you can easily deal with this kind of question:

First of all, recognize that getting fired usually is a traumatic experience that generates lots of negative emotions. You need to process this event (both emotionally and, if possible, objectively) so you can give an emotionally neutral response. Otherwise, it won't matter what you say; you'll give yourself away with how you say it.

Remember, this is an event in your career. It's not your whole career. People survive the experience. In fact, the good news is that lots of people go on to better situations. The key is in your attitude.

Some employers prefer candidates who admit they got fired. However, employers also want to hear candidates say what lesson they have learned from their mistake so that it won't be repeated if they got hired. Employers realize that mistakes happen. The important thing is how people deal with the circumstances.

A lot of this is simply a matter of practice. It's a question of finding the right way to explain the circumstances without becoming critical or self-defensive. Humor is one ideal way to handle the situation.

Mostly, employers need reassurance that you are OK, so find a way to give it to them. There is beauty here in brevity. It's a good idea to keep your answer short and emotionally positive (or at least neutral). This may or may not include the actual statement, "I got fired," but if it does, always include some lesson learned; an understanding that will, in some way, benefit future employers.

When someone gets fired because of a personality conflict, it usually makes sense to talk in terms of a mismatch or bad fit. That keeps the element of blame out of the picture. In its most abbreviated form, this involves a simple, "It didn't work out." Employers who want to know can probe more deeply, but the interviewee always has the right to set limits on the inquiry. The key here is to assuage employer concerns without becoming defensive or resentful. For some, this means coming up with a well-rehearsed explanation.

If you've been fired for personality conflicts, offer to produce references at this point to reassure employers that this was an isolated incident that is unlikely to recur.