323: When is it Appropriate to Say Negative Things in Your Job Interview?

When is it Appropriate to Say Negative Things in Your Job Interview?

I want to start this episode by debunking a myth out there that you can NEVER, EVER say anything negative about your current/former employer or boss in a job interview. Under no circumstances. Full stop.

I’ve coached hundreds of clients on how to improve their interviewing skills. In my career in higher education, I interviewed dozens of job candidates and helped hundreds of college students prepare for their first-ever job interviews. Early in my career as an Area Training Coordinator for the now-defunct Eckerd Drug Company, I represented the company on college campuses, interviewing seniors for positions as Assistant Managers.

All of that is to say I have a great deal of experience in this arena, and what I’ve come to understand is EXACTLY where that line – what negative information you should/shouldn’t say – is.

Why would you even bring up something negative?

Because it’s the truth – and because you can’t fully tell your story without that truth. This will become clearer in my examples.

Facts, not gossip

Here’s exactly where that line between facts and gossip is: State the facts of the situation, with absolutely no negative emotion or unfavorable characterizations.

Where we get into trouble in job interviews is when we start placing value judgments, criticism, and negative energy around something negative that happened.

And while I want you to tell the truth – I DON’T necessarily want you to tell the WHOLE truth. What you say should be correct, but you can and should leave out parts that don’t present you or your former employer in a positive light.

Example #1 – You are asked “Why did you leave your most recent role?”

Here’s the truth: You left because you found out some things about the boss that were, at best, unflattering, and at worst, illegal. Your boss confronted you about what you knew and wanted to fire you. You convinced him to let you quit in exchange for not pursuing legal action against the company for wrongful termination. He told you the company would give you a neutral reference if called.

Here’s an option: “I quit because I found out some things that were happening at the company that were against my professional morals, and I could not in good conscious remain there.”

Why this response works: Because you are showing evidence of high moral character. You are not giving any specifics about what you found out – nor will you if probed with further questions. This answer also works because it is a concrete reason to leave a position, as opposed to a vague response such as “I wanted to pursue other opportunities.”

This answer gives them a satisfactory response and a reason to move on, whereas something vague like pursuing other opportunities might very well raise their BS antennae.

Where you get into trouble: “My boss was cheating on his wife AND stealing from the company – and I found out! He was furious and tried to fire me. I convinced him to let me quit instead, or else I told him I would sick my lawyer on him.”

Example #2 – Your application indicates you were terminated from your most recent role and the interviewer asks you about this.

Here’s the truth: Your former employer fired you to make way for a younger, less expensive version. You decided not to pursue legal action.

Here’s an option: “In a cost-cutting measure, the company chose to replace me with a more entry-level candidate.” I would absolutely follow this answer up with “I am looking for a company that values my experience and skills.”

Why this response works: They can read between the lines – they went with the cheaper product; you don’t have to say it. Further, you are essentially telling them that you want to be paid for your experience and skills – and you want to work for a company that values those things. 

They know you were fired, so any vague response will only send those antennae up. You’ve given them enough to satisfy their curiosity.

Where you get into trouble: “I’m 56 years old, and they fired me to hire a 24-year-old they could pay half as much. I should have seen it coming – they did the same thing with at least 4 other employees before me.”

Example #3 – You are asked why you left your last employer after only six months.

Here’s the truth: The job wasn’t the right fit from day 1, but your former employer doesn’t like to fire anyone – especially someone in a protected class. Consequently, they restructured your role and the department you work in just so they could make it uncomfortable enough for you to quit. So you did.

Here’s an option: “Soon after I came on board, there was a significant restructuring of my department that included a complete shift in my responsibilities. The new role wasn’t a good fit for my skills and strengths, so rather than experience a decline in my job performance, I decided it was best for all concerned if I left.”

You might expect further questioning about what the initial job requirements were versus what they became.

Why this response works: You aren’t getting into the weeds with the initial mismatch with the job, just what appened after the restructuring. You are demonstrating integrity by the fact that you didn’t want your job performance to decline.

Where you get into trouble: “That company doesn’t fire anyone, but they wanted me gone from day 1 so they made my life miserable. They went to all that trouble of restructuring just to get me to quit – so I did.”