[Anonymous]

A friend of mind started at a large national firm last Fall and several people, including herself, was let go within a few months. There were layoffs across the company from restructuring and she even passed the CPA exam while with the company. She says there were others that still have their jobs even though they were not as good with the software or duties as staff (some that didn’t even begin studying for the exam yet)…and that the office was very subjective with favorites and resulted in an unprofessional environment.

Question is, how does she explain this in interviews? She was able to obtain a “great” position right out of school, but now is having difficulty because of the “restructuring” or whatever happened and potential employers always ask about it. Do interviewers see this as a bad thing? Should she lie about it? Say it was an internship? Tell the truth even though it would mean talking bad about the company? Thanks

[mla1169]

Employers don't see being laid off as a negative especially if you say xx people were let go (sometimes people who were fired claim to be laid off). In fact she can turn it into a positive at an interview if she can say the potential employer seems to offer job security and she is looking for a long term career rather than a stepping stone.

FAR- 77
AUD -49, 71, 84
REG -56,75!
BEC -75

Massachusetts CPA (non reporting) since 3/12.

[jelly]

The economy is so bad that being unemployed is pretty normal, and even more so for a recent school graduate.

If it really is just a few months, she can leave it off her resume completely, and explain that while she was looking, she spent time studying and passing the exam.

If she feels like leaving it on her resume, then she can explain, as neutrally as possible, what happened, i.e. the company's sales and cashflows went into distress, and she was part of a company-wide restructuring (and that she's spent her time studying and passing the exam).

Some speculation: This restructuring was already in the works before she got there. The loss of a major client or two accelerated the process. The national firm could also just be following the hire-and-fire method around busy season.

I was also in a very similar situation a few years ago, also in a very cliquey office.

Couldn't pass again!

[Anonymous]

I've been laid off twice now and I just flat tell them that ‘Well twice I've been part of a merger and acquisition layoff, it wasn't personal'. I explain that I was in the 7th or 8th round of layoffs and was trying to hold in hopes that things would get better.

It shows dedication and that you don't run off at the first sign of trouble.

However, no employer these days will give information why an employee was laid off. They generally will only confirm beginning and ending dates of employment. So I suppose an employee could say anything they want.

[Anonymous]

CPApending – “However, no employer these days will give information why an employee was laid off. They generally will only confirm beginning and ending dates of employment. So I suppose an employee could say anything they want.”

Thanks CPApending, hmm I've always wondered about how true this is, anyone in management or HR that can verify??

[Mom2two]

I have been in a supervisor/manager role for the last 6 years and have worked for a few places (mergers/spin off caused the changes) and I have never been formally told by HR not to say certain things because of a certain law but have been told to only answer questions asked. Don't freely give any information. I am guessing, just my opinion, that defamation and slander could be potential legal implications that companies are worried about so maybe that is why they say just answer the question or just give dates of employment. For myself personally, I never give a bad reference even if the person was really crappy. I don't know what their underlying cause was, maybe they just hated their job or life and will be better somewhere else that is a better fit for them. I try to focus on their positives. Really references are stupid…it's just someone's opinion and I don't put a lot of value in them. I will make up my own mind about a person. I just use them to check dates and make sure the resume is not falsified. Anyways, just my opinion.

I think your friend should leave it on there and just state what happened to her, not what is going on currently there. She was part of a large RIF or the company had layoff's due to cash flows. Anything that shows it was not her specifically and can be stated professionally. I would not say anything negative about the company ever. I would just let it go. It sucks, it's part of life, move on and remember what you (or she) learned. Meaning if there was anything negative that happened, remember that so you (she) doesn't make those mistakes when you are in charge. Please tell your friend good luck with the job search.

B: 81 (3X) May 2012
A: 76 (1X) Nov 2011
R: 86 (2X) Feb 2012
F: 64, April 2011, retake 10.01.12 - 75!!!!!!!!!!

[makinthemagic]

If there is any way not to mention it and you are comfortable with the risk of lying I highly recommend it. In my experiences employers want people who already employed. It doesn't matter if it wasn't your fault that you were laid off, you will be looked down upon by employers. Better to find a good reason why you want to leave your current position than to admit you have no position.

Bec 4/11/11 91
Aud 7/11/11 75
Reg 8/31/11 80
Far 5/24/11 86
Ethics - 98
California Licensed CPA
Illinois Registered CPA

[jelly]

HR/Management usually don't verify reasons for letting someone go, because it does turn into a possible litigation issue, i.e. racial/religious/family discrimination, etc. In extreme cases where someone was outright stealing from the company, and only with a warehouse full of air-tight, documented evidence is someone outright fired (and which is something that may be verified through a background check for civil or criminal activity).

It becomes up to the new employer to figure out what happened, often from colleagues/recruiters/the grapevine; this becomes a little easier to determine with the higher management positions and with a specialized, specific industry.

A question that a former employer may be asked, and choose to answer or not is: “Would you hire this person again?”

I really don't recommend lying about being formally employed or not, b/c employment dates are easily verifiable with a phone call, and can be inferred from credit history checks. Just explain that you were part of a restructuring, and keep it neutral; if the company was quite large, the restructuring is also verifiable via internet news search (I was actually part of a recent, huge restructuring that hit every major newspaper in my area). The economy is so shaky with businesses going under that layoffs are pretty normal nowadays.

Couldn't pass again!

[Anonymous]

Just to clarify, I wasn't insinuating that anyone should lie.

For most large companies (corporations), they GENERALLY will not verify anything other than employment dates. Anything other, they would be subject to lawsuits.

Now how that works for CPA firms, etc. I don't know. But unless you were fired outright, then I'd just say economic downturn or in my case mergers/acquisitions.

[Author]

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