After 15 years of interviewing, I've seen a positive shift in how we view careers, especially over the last four years. More and more candidates have experienced multiple layoffs, but this doesn't diminish their value—it highlights their resilience.
Many of these individuals are some of the most hardworking, skilled, and driven professionals I've encountered. Layoffs often happen due to market shifts, restructurings, or changes in business direction—factors beyond anyone's control. They have nothing to do with their talent or effort.
Let's reframe how we see layoffs. There are incredible talents out there, ready to make an impact, who just happened to be in the wrong place at the wrong time.
If you're interviewing or hiring, remember: a layoff is just a chapter, not the whole story. Look deeper, and you might discover some of the best talent eager to make a difference.
#layoffs#careergrowth#Resilience#hiring#TalentAcquisition#Jobsearch#Careerdevelopment#recruitment#futureofwork#hiringtrends#TalentMatters#PositiveMindset
Leon Chua well said. layoff is not the same as getting fired, we are living in a time where disruption happens to business like breakfast.. layoff are becoming increasingly common and it often has nothing to do with who are laid off.
Strategic talent acquisition specialist | Helping companies find their key players and professionals land career-defining roles | Let's shape the future of work together
Experiencing a layoff doesn't signify you're lacking in performance. Some of the finest people I've worked with have faced layoffs.
If you're navigating the aftermath of a layoff for the first time, or even the second or third, remember this essential truth - it was just your role that was phased out, not you as an individual.
Avoid self-doubt and instead channel your energy towards propelling forward and seeking your next venture. A new chapter awaits, and it's going to be brilliant! 👏💪
#linkedin#talentacquisition#hiring#employment#layoffs#career
Tech Consultant | HRDCorp Accredited Trainer | I help SME businesses build AI-powered applications to optimise their business productivity. Time = Money
I’ve been through a layoff before.
And it was a tough pill to swallow.
When I was part of a layoff, my colleagues were genuinely shocked too.
I still remember the CEO keeping emphasizing that the problem wasn't my performance but the company's change in direction.
At that time, deep down inside, I still felt I was the problem.
I didn't really believe in what he said.
But since the decision has been made, it's time to move on.
And I really thought maybe I wasn't cut to continue working on software development.
During this time, I thought of moving on to pursue other things. The truth is, I did try many different paths, but they didn’t work out as I had hoped.
Soon, me being hopeful turned into a depressed person.
Finding jobs was becoming more challenging during this period, too. It wasn't like it used to be.
You need to go the extra mile to be able to get interviews.
After numerous rejections and support from the remote working and developers communities, I finally got myself back on track.
Hence, I felt a strong need to advocate for myself once again.
Not the companies you're working for.
Not the communities you're part of.
But how you stand up for yourself.
To be given another chance to come back again is something that I wouldn't take things for granted anymore.
And it’s true—layoffs are rarely about individual performance. They are often the result of broader strategic decisions affecting the entire company.
You can't control the companies and the market.
But you can always change your narrative by reinventing yourself.
As Leon Chua pointed out, “Layoffs are often the result of larger strategic decisions that have little to do with individual performance. I've seen top performers, and even someone who just joined a week ago, be part of the layoff list.”
For those of us who have faced layoffs, it’s crucial to remember that our worth is not defined by these circumstances.
And for recruiters and hiring managers, approaching these conversations with empathy and understanding can make a world of difference.
Let’s create a safe space for candidates to share their experiences without feeling judged or inadequate.
If you’ve been in a similar situation, please share your story in the comments. How did you overcome it? Let’s support and help each other through these challenging times.
Recently, I've had the opportunity to interview several candidates who have been affected by layoffs. More often than not, they try to justify that they weren’t bad performers, but they were laid off.
Out of curiosity, I asked why they felt the need to justify themselves further. They shared that sometimes they feel judged by questions from recruiters or hiring managers about why they were selected for the layoff.
Whether it's a case of self-doubt or insensitivity from the hiring team, it's important for us to set the record straight. Having been involved in delivering retrenchment and also having been at the receiving end of retrenchment, I can confidently say that, in most cases, performance is never a consideration. I've seen top performers, and even someone who just joined a week ago, be part of the layoff list.
Layoffs are often the result of larger strategic decisions that have little to do with individual performance. As recruiters and hiring managers, we need to approach these conversations with empathy and understanding. It's crucial to create a safe space for candidates to share their experiences without feeling judged or inadequate.
To all candidates affected by layoffs: your worth is not defined by these circumstances. And to my fellow recruiters and hiring managers: let's ensure we handle these situations with the sensitivity and respect they deserve.
#TA#Talentacquisition#layoffs#Candidateexperience#empathyinrecruiting#empathy
🧐 Lately, I’ve been thinking about a possible reason I’m not getting as many callbacks: my shorter tenures at recent companies. What’s fascinating, though, is that these shorter stints have been due to layoffs—something that’s becoming more and more commonplace in today’s market. 💼
I’ve started including cover letters to explain this, but should I really have to? 🤔 In a world where layoffs are happening left and right, it feels like we’re overdue for a mindset shift. Yet, recruiters still seem hesitant when they see shorter tenures. ⏳
So here’s the question: In a job market shaped by change and disruption, should we still be focusing so much on length of tenure? 📉
I’d love to hear your thoughts! Let’s start a conversation. 💬👇
#CareerDevelopment#HiringTrends#Layoffs#JobSearch
You’ve probably heard from friends or associates who have been laid off this year. 😕 Maybe you’re worried about layoffs in your own company? Or maybe you'll already been let go.
If so, you’re not alone. Research says that 85% of professionals today are worried about layoffs. That’s because layoffs have gone from a rare occurrence to a regular feature of the job market.
The bottom line: You can’t guarantee that a layoff isn’t in YOUR future! 😓
That's why I've teamed up with my all-time favorite colleagues in the career development space, Angela Ashurst-McGee of Upword Resume & Brittany Larsen of Livlyhood, to bring you a special one-time course: LEVERAGE YOUR LAYOFF. 🔥
If you've been laid off and want to turn your career setback into a strategic advantage, or if you want to enhance your job search techniques and stand out in a competitive market, you need to sang your spot in this course right now! ⏰
Angela and Britt bring a combined total of 25 years of experience in the career space. Their mission is to help you navigate the job market confidently during times of transition. 💪
Use the first link below to get started now! 👇 This new course offer ends on Thursday, May 2nd at 11:59 pm PST, so don't wait long. 😀
So excited to partner with the amazing Heather Austin to share the LEVERAGE YOUR LAYOFF masterclass Brittany Larsen and I just launched!
👉 Layoffs can be really paralyzing. We talk you through how to use the job market to your advantage and leverage your layoff to advance your career.
If you’ve been laid off or are concerned it’s in your future, we’re here to help.
#careertransition#leverageyourlayoff
Featured YouTube Educator (20M+ Views) | AI-Powered Job Search & Career Coach Helping Job Seekers Land Life-Changing Roles—No Traditional Job Search Required!
You’ve probably heard from friends or associates who have been laid off this year. 😕 Maybe you’re worried about layoffs in your own company? Or maybe you'll already been let go.
If so, you’re not alone. Research says that 85% of professionals today are worried about layoffs. That’s because layoffs have gone from a rare occurrence to a regular feature of the job market.
The bottom line: You can’t guarantee that a layoff isn’t in YOUR future! 😓
That's why I've teamed up with my all-time favorite colleagues in the career development space, Angela Ashurst-McGee of Upword Resume & Brittany Larsen of Livlyhood, to bring you a special one-time course: LEVERAGE YOUR LAYOFF. 🔥
If you've been laid off and want to turn your career setback into a strategic advantage, or if you want to enhance your job search techniques and stand out in a competitive market, you need to sang your spot in this course right now! ⏰
Angela and Britt bring a combined total of 25 years of experience in the career space. Their mission is to help you navigate the job market confidently during times of transition. 💪
Use the first link below to get started now! 👇 This new course offer ends on Thursday, May 2nd at 11:59 pm PST, so don't wait long. 😀
Recently, I've had the opportunity to interview several candidates who have been affected by layoffs. More often than not, they try to justify that they weren’t bad performers, but they were laid off.
Out of curiosity, I asked why they felt the need to justify themselves further. They shared that sometimes they feel judged by questions from recruiters or hiring managers about why they were selected for the layoff.
Whether it's a case of self-doubt or insensitivity from the hiring team, it's important for us to set the record straight. Having been involved in delivering retrenchment and also having been at the receiving end of retrenchment, I can confidently say that, in most cases, performance is never a consideration. I've seen top performers, and even someone who just joined a week ago, be part of the layoff list.
Layoffs are often the result of larger strategic decisions that have little to do with individual performance. As recruiters and hiring managers, we need to approach these conversations with empathy and understanding. It's crucial to create a safe space for candidates to share their experiences without feeling judged or inadequate.
To all candidates affected by layoffs: your worth is not defined by these circumstances. And to my fellow recruiters and hiring managers: let's ensure we handle these situations with the sensitivity and respect they deserve.
#TA#Talentacquisition#layoffs#Candidateexperience#empathyinrecruiting#empathy
*Rising Stronger Together*
In these times of widespread layoffs, many talented professionals are facing unexpected challenges.
While this can be a tough period, it’s also an opportunity for growth and reinvention.
To all those affected, here are a few reminders:
1. Your Skills are Invaluable: Remember that your skills, experience, and unique talents are still highly valued. Companies are always on the lookout for dedicated and capable individuals like you.
2. New Doors Open: Layoffs are not a reflection of your worth but rather a shift in the business landscape. This shift can lead to new, exciting opportunities that you might not have considered before.
3. Stay Proactive: Take this time to update your resume, learn new skills, and network. Attend virtual events, join professional groups, and connect with others in your field. Your next opportunity could come from the most unexpected place.
4. Support Each Other: This is a time to lean on your professional network and offer support. Share job leads, provide recommendations, and uplift each other. Together, we can navigate these changes more effectively.
5. Stay Positive: Maintain a positive mindset. Challenges often lead to the most significant growth. Believe in your ability to adapt and thrive.
If anyone in my network knows of job openings or opportunities, please reach out. Let’s work together to support those looking for their next role.
To everyone facing these changes, I believe in your resilience and ability to overcome. Here’s to new beginnings and continued success.
#SupportEachOther#CareerGrowth#Resilience#NewOpportunities#StayPositive#layoffs
#JobMarket#Layoffs#CareerJourney#HiringChallenges
Hey everyone! 🌟
Can we take a moment to discuss the growing number of candidates who've been affected by layoffs? It’s really disheartening to chat with so many folks who have been searching for months—some even over a year—for new opportunities.
Here are a few painful realities I’ve noticed:
The "Gap" Dilemma: Many hiring managers are quick to dismiss applicants because they see a gap in their resumes. But let’s be real: economic uncertainty and layoffs have put a lot of talented people in this position.
The Stronger Candidate Myth: Even if candidates manage to get an interview, sometimes they end up being overlooked in favor of others who don’t have gaps in their employment. This can be disheartening for those who deserve a shot!
Unfair Judgments: Some hiring managers seem to lack empathy towards those who took a break to recharge or care for family during tough times. This mindset can lead to great talent being ...
How Can Laid-Off Candidates Overcome Hiring Manager Biases?
Answers: https://lnkd.in/gSZrnKAB
Let's Connect!
Dear LinkedIn
Said it well. Being laid off or unemployed doesn't mean that you have a lack of talent and skills. Many people, especially unemployed candidates, think that they don't have enough skills, which is why they are not hired by companies after giving lots of interviews or applying for jobs.
Sometimes companies look for two-four skills in one person or multitasking due to their limited budget or stingy thinking.
So in this situation, you must try to upgrade yourself by learning new skills, acquiring experience, or choosing carefully before applying to any company after reading the job description.
#TA#Talentacquisition#layoffs#Candidateexperience#empathyinrecruiting#empathy#hr#corporateculture
Recently, I've had the opportunity to interview several candidates who have been affected by layoffs. More often than not, they try to justify that they weren’t bad performers, but they were laid off.
Out of curiosity, I asked why they felt the need to justify themselves further. They shared that sometimes they feel judged by questions from recruiters or hiring managers about why they were selected for the layoff.
Whether it's a case of self-doubt or insensitivity from the hiring team, it's important for us to set the record straight. Having been involved in delivering retrenchment and also having been at the receiving end of retrenchment, I can confidently say that, in most cases, performance is never a consideration. I've seen top performers, and even someone who just joined a week ago, be part of the layoff list.
Layoffs are often the result of larger strategic decisions that have little to do with individual performance. As recruiters and hiring managers, we need to approach these conversations with empathy and understanding. It's crucial to create a safe space for candidates to share their experiences without feeling judged or inadequate.
To all candidates affected by layoffs: your worth is not defined by these circumstances. And to my fellow recruiters and hiring managers: let's ensure we handle these situations with the sensitivity and respect they deserve.
#TA#Talentacquisition#layoffs#Candidateexperience#empathyinrecruiting#empathy
Thanks for putting this out Leon Chua. Means a lot also coming from someone from the People/Talent team. Same here, I have been part of planning for retrenchments, have handed out redundancies to two of my teammates who were star performers, and personally have been laid off too more than once, in one case, I got let go, then my boss who laid me off got the axe months after.
It is worth amplifying that "[L]ayoffs are often the result of larger strategic decisions that have little to do with individual performance. As recruiters and hiring managers, we need to approach these conversations with empathy and understanding. It's crucial to create a safe space for candidates to share their experiences without feeling judged or inadequate."
But, WHY are layoffs not and cannot actually be based on individual performance? Because it wont be fair. We are hired for certain job roles/assignments, and the only fair basis for layoff is the determination that the work output of these jobss are no longer required by the company (think products that are deprecrated, projects that are no longer aligned with company goals, etc..) regardless of how the incumbent in that role was performing. And it cannot be that a star performer from these soon to be redundant roles replaces ok performers in other roles or projects who are then laid off ---> though there is a workaround here, create a new org structure, then do away with existing roles and force everyone to apply to roles in new structure. Point remains, if job is needed (and the BIG IF) and you perform reasonably well, you wont and should not be laid off.
How do hiring managers / recruiters further validate? In my experience, what worked for me was getting recommendations / referrals from companies that laid me off, but most importantly from own hiring manager/boss and direct reports, plus peers but first two is most important I would say. If the CEO himself of the laying off company refers you to another C-level, that means a lot for getting the next role.
#layoffs#opentowork#hiring#career#growth#jobs
Recently, I've had the opportunity to interview several candidates who have been affected by layoffs. More often than not, they try to justify that they weren’t bad performers, but they were laid off.
Out of curiosity, I asked why they felt the need to justify themselves further. They shared that sometimes they feel judged by questions from recruiters or hiring managers about why they were selected for the layoff.
Whether it's a case of self-doubt or insensitivity from the hiring team, it's important for us to set the record straight. Having been involved in delivering retrenchment and also having been at the receiving end of retrenchment, I can confidently say that, in most cases, performance is never a consideration. I've seen top performers, and even someone who just joined a week ago, be part of the layoff list.
Layoffs are often the result of larger strategic decisions that have little to do with individual performance. As recruiters and hiring managers, we need to approach these conversations with empathy and understanding. It's crucial to create a safe space for candidates to share their experiences without feeling judged or inadequate.
To all candidates affected by layoffs: your worth is not defined by these circumstances. And to my fellow recruiters and hiring managers: let's ensure we handle these situations with the sensitivity and respect they deserve.
#TA#Talentacquisition#layoffs#Candidateexperience#empathyinrecruiting#empathy
Apparel, Footwear, Textile Industry Recruiting - Singapore - Southeast Asia, Follow me on LinkedIn !
4moLeon Chua well said. layoff is not the same as getting fired, we are living in a time where disruption happens to business like breakfast.. layoff are becoming increasingly common and it often has nothing to do with who are laid off.