Latest / The Resume Room with Fexingo: Resume Writing, Cover Letters, and Application Strategy / How to Explain a Performance Termination on Your Resume
Transcript
- Lucas: So a 2025 CareerBuilder survey found that nearly 40 percent of workers have been fired at least once in their career. That's tens of millions of people, and yet when I talk to job seekers, the fear of that conversation is often paralyzing. Luna: It really is. The stigma is huge. People think one termination wipes out all the good work they did before. Lucas: Right. And the truth is, a termination is not a career death sentence. But you have to handle it strategically on your resume and in interviews. Today we're focusing on performance-based termination — when you were let go because your output or behavior didn't meet expectations, not because of a layoff or restructuring. Luna: And that's different from a layoff because the reason is personal, right? It requires a different framing. Lucas: Exactly. With a layoff, you can say 'my position was eliminated' — that's neutral. With a performance termination, you're acknowledging a mismatch. But here's the key: you don't have to advertise it on your resume. The resume itself should list the job title, company, dates, and your accomplishments — just like any other job. Luna: So you're saying don't write 'terminated' or 'fired' anywhere on the document? Lucas: Never. The resume is a marketing document. It highlights your strengths. The termination is a story you tell in the cover letter or, more commonly, in the interview. And you only bring it up if you're asked directly. Luna: But what if there's a gap? Like, you were fired and then it took six months to find a new job? Lucas: Then you explain the gap as a period of reflection and skill-building. You don't say 'I was fired and then I spent months depressed.' You say 'After that role ended, I took time to upskill in X area and recalibrate my career direction.' It's honest but forward-looking. Luna: Okay, so let's talk about the interview. What's the best way to answer 'Why did you leave your last job?' when it was a firing? Lucas: Short, honest, and pivot quickly. Here's a script I love: 'I was let go because my performance in that particular role didn't meet the company's expectations. I've since taken specific steps — like completing a certification or working with a coach — to improve in those areas. Now I'm looking for a role where my strengths in X and Y will shine.' You acknowledge it, you take ownership, you show growth, and then you redirect. Luna: That's good. And it avoids getting defensive or blaming others, which is a huge red flag for hiring managers. Lucas: Huge red flag. If you say 'my boss hated me' or 'they were unreasonable,' the interviewer thinks you'll be a problem. You want to sound self-aware and resilient. Luna: What about reference checks? If you can't use that manager, who do you use? Lucas: You can use a former peer, a direct report, or a client — anyone who can speak to your skills and work ethic. Many companies only verify dates and titles anyway. But if the new employer insists on speaking to that manager, you can prepare the manager to give a balanced view. Or you can explain that the termination was due to a specific situation and that you've learned from it. Luna: I've also heard people worry about background checks showing the termination reason. What's the reality? Lucas: Most background checks only confirm employment dates and job titles. Some may check eligibility for rehire, but that's a yes/no question. The reason for termination is rarely reported. Still, companies do sometimes share more. So it's risky to say 'I resigned' if you were fired. Always be truthful, but you don't have to volunteer negative details. Luna: That's a good line. Be truthful but don't volunteer negative details. Lucas: Exactly. Now, one more thing: if the termination was due to a cultural fit issue, you can frame it as a misalignment of values or working style. That's more about fit than competence. But again, show what you learned. Luna: And if you were fired for a specific skill deficiency, like sales numbers, you can say the role required a different skillset and you've since developed that skill elsewhere. Lucas: Right. And let's be realistic — some hiring managers won't care if they see a pattern of growth. But if you have multiple terminations on your resume, that's a bigger concern. We'll cover that in a future episode. Luna: So to wrap up, the main takeaway: keep the resume focused on achievements, handle the termination in a brief, growth-oriented way during interviews, and don't let the fear of that conversation stop you from applying. Lucas: Absolutely. And if this episode helped you think through your approach, we'd love to hear from you. We deliberately keep these episodes ad-free, and listener support is what makes that possible. If you'd like to help, a coffee goes a long way at buy me a coffee dot com slash fexingo. No pressure — we're just grateful you're listening. Luna: Yeah, seriously. Every little bit helps us keep the show independent and focused on real career advice. Lucas: Alright, back to it. One final point: after you've addressed the termination in an interview, stop talking. Don't over-explain. Let them ask follow-ups. Silence is your friend there. Luna: Great advice. And I'd add: practice that script out loud a few times so it feels natural, not rehearsed. Lucas: Perfect. So to recap: resume — don't mention it. Cover letter — only if necessary. Interview — brief, honest, pivot. References — choose wisely. And background checks — be truthful but concise. Luna: Well said. Next episode, we'll tackle a related topic: how to explain a termination when you were part of a mass layoff but it was actually performance-based? That's a tricky gray area. Lucas: That's a great one. We'll see you then.