Managing the Stigma of Being Laid Off: Staying True to Your Values

Author: André L. Belleville

Introduction:

In the domain of executive headhunting, it is not uncommon to encounter seasoned candidates who have faced the reality of being laid off from their previous roles, often due to reasons beyond their control. Whether it's due to organizational restructuring, downsizing, offshoring, or other factors, these individuals come to me seeking guidance on how to address the challenges that arise from having been let go. For these individuals, navigating the challenging job market ahead can bring forth a multitude of uncertainties and internal questions. As a trusted advocate and coach for my candidates, it is essential to address their concerns and provide guidance on how to cross this challenging terrain while maintaining their integrity and self-worth and addressing the stigma associated with being laid off.

The Emotional Rollercoaster of Being Laid Off

From an employer's perspective, layoffs may be driven by economic realities and the responsibility they hold toward shareholders and the remaining staff.

However, for the employee, being laid off can be an emotionally devastating experience. It's an involuntary journey onto an emotional rollercoaster, a ride they never bought tickets for. Losing a job that they poured their heart and soul into over the years, along with the bonds they built with colleagues and customers, can lead to profound questions and a hit to their self-confidence. They may ask themselves, "Why me? Layoffs only happened to others." The aftermath of being laid off is often a struggle to maintain a sense of fairness and honesty.

The Roots of the Candidates' Questions

The four fundamental questions that candidates often contend with arise from the candidate's desire to succeed while remaining transparent and true to their values. They are acutely aware of the notion of unconscious bias, and their primary concern is to avoid accidentally reinforcing these biases to ensure a fair and impartial interview process for all. Unconscious bias, in this context, refers to the subconscious prejudices and stereotypes that people may hold, often without realizing it, which can influence their judgments and decisions. Preventing the reinforcement of such biases is crucial because it ensures that every candidate is evaluated objectively, without any undue influence from preconceived notions.

1. "How can I address the challenge of overcoming the stigma associated with a prior termination from employment?"
2. "André, when is it necessary for me to communicate the fact that I experienced a termination from a previous position?"
3. "Will prospective employers consider granting me an interview opportunity once they become aware of my previous termination?"
4. "To whom should I disclose my previous termination? Is it solely the responsibility of the hiring manager and HR, or should this information be shared with all individuals encountered during the interview process?"

These questions underscore the candidate's sensitivity to avoid missteps during interviews and fear of being perceived as someone who has failed. The stigma attached to being fired can cast a shadow on one's self-confidence, which is pivotal in securing a new role.

What can you do to overcome this stigma staying true to your Values?

Leading the Recruitment Process with Integrity

Addressing these concerns head-on is crucial for candidates to present their best selves during interviews and secure the opportunities they deserve. Here are four essential strategies:

• Openness and Honesty: As a candidate, approach the recruitment process with complete honesty. While it's not necessary to volunteer information about being laid off, if asked directly, candidates should respond truthfully. Avoiding the truth can lead to complications later.
• Understanding the Question: There is a fundamental difference between the two questions: "Why did you apply for this job with our company?" and "Have you been laid off?" I rarely to never recollect any situation where the second question was asked. Still in an interview situation with high stress levels (due to being laid off previously even more) many candidates hear the first question but understand the second question. Don't answer questions you are not asked to answer! Consequently, responding with "Because I was laid off" is not an appropriate answer to such a question.
• The "Run To" Philosophy: Instead of dwelling on why you left your previous job, shift the narrative toward why you are excited about the prospective employer. Companies want to see themselves as attractive destinations, so conveying a genuine desire to be part of their vision is essential. This is the answer to "Why did you apply for this job with our company?".
• Respect Your Ethical Boundaries: Many candidates are still technically employed during their notice period, which means they are not without a job. This perspective can help you as a candidate to maintain your self-worth and ethical grounding during the transition.

Summary:

Leading the recruitment process after being laid off is a challenge that can be met with resilience and integrity. Candidates should embrace their experiences, demonstrate their genuine enthusiasm for new opportunities, and uphold their values throughout the journey. By doing so, they can break free from the stigma of having been fired and deserve every fair chance in the recruitment process, managing any forms of unconscious bias or influence from perceived notions as best as possible.

Focus on the future, not the past!