Should I Include A Job I Was Fired From On My Resume? (What Hiring Managers Actually Want)

Wobo Team

27 Mar 2025

The way you handle being fired can make or break your job search. Many employees lose their positions for reasons unrelated to their performance - from company downsizing to restructuring or changing business needs. A gap of several months between jobs isn't uncommon, and hiring managers typically ask about your reasons for leaving previous positions.

You might wonder if you should include a job you were fired from on your resume or struggle with explaining your termination. This piece will help you traverse these challenging situations and show you what hiring managers look for. You'll learn to present your experience professionally and effectively.

Understanding What Hiring Managers Actually Look For

Job seekers often make assumptions about hiring managers' priorities. Research paints a different picture about what these decision-makers actually value when they evaluate candidates with career gaps or terminations.

The truth about employment gaps

Most hiring professionals understand that careers don't always follow a straight path. A detailed survey by Express Employment Professionals and The Harris Poll reveals interesting numbers. Though 36% of hiring managers might pause when they see work gaps, 95% accept legitimate reasons for these breaks ^[1]. Job seekers' fears about employment gaps carry nowhere near the weight they imagine.

The survey highlighted several reasons hiring managers accept to explain employment gaps:

Health issues (73% of hiring managers)
Staying home with children (68%)
Pursuing education (68%)
Caring for elderly parents (67%)
Career transitions (45%) ^[1]

Mila Singh, VP of people and culture at Catchafire, emphasizes that "gaps are things that could be really positive for someone" ^[2]. Modern recruiters look at how candidates used their time to grow, learn new skills, or handle important personal matters.

Red flags vs. growth opportunities

Hiring managers now distinguish between genuine warning signs and chances to show personal development, even though some resume elements might raise questions.

Common red flags include unexplained gaps in employment, frequent job changes, or stagnant career growth ^[3][4]. Notwithstanding that, your approach to framing these experiences makes the biggest difference. Employers' views change when they see you've turned challenges into opportunities for growth.

Laura Mazzullo, founder of East Side Staffing, suggests a different approach to hiring managers: "What I have hiring managers do is think about the core competencies this individual needs to bring into the role, and let's interview against that" ^[2]. This shows a fundamental change toward evaluating candidates based on their skills and potential rather than perfect work histories.

How background checks influence decisions

Background checks matter greatly in hiring decisions. About 95% of U.S. businesses run these checks before making job offers ^[5]. These screenings confirm employment history, education credentials, and other key details.

Employers can legally share information about former employees during background checks. This includes details about termination, layoffs, or voluntary departures ^[6]. HR departments usually stay careful about sharing potentially harmful information.

Background checks help employers in several ways:

Evaluating accuracy of credentials
Minimizing risk of workplace issues
Reducing exposure to litigation
Ensuring compliance with regulations ^[5]

A candidate's digital footprint also influences the screening process. Social media presence and online behavior provide extra insights into professional character ^[5].

Many hiring managers know that termination doesn't always mean poor performance. They look past the termination itself to understand the situation and how candidates learned from it.

Should I Put a Job I Was Fired From on My Resume?

Should you list a job you got fired from on your resume? It's tricky, but the answer depends on your specific situation. Let me break it down for you.

When to include the position

You should list a job you got fired from on your resume if:

You worked there longer than 2-3 months - A big gap in your work history might raise more questions than the firing itself ^[7]
The role shows skills or experience that connect directly to the job you want
You picked up valuable achievements or connections like working with major clients or earning recognition ^[9]
You lost the job due to things beyond your control like downsizing, relocation, or management changes ^[10]

Your resume markets your experience in the best light possible. You don't need to mention the firing - just highlight what you learned and achieved during your time there ^[11].

When to leave it off

Think about skipping a position you got fired from if:

You worked there less than 2-3 months. Short jobs don't show much achievement, and brief gaps are common these days ^[12].

The job doesn't relate to what you want to do next. If it doesn't fit your career story or show useful skills, leaving it off makes your resume more focused ^[13].

It creates more questions than answers. One recruiter puts it this way: "It's like putting a typo on your resume; nothing good comes from it" ^[14].

The company's values clash with your target employer's. This connection might hurt more than help ^[9].

Remember, your resume doesn't need to list every job you've ever had - it's a targeted marketing tool ^[14].

The 3-month rule for short employment

Career experts often talk about the "3-month rule" - you can usually skip jobs that lasted less than three months without raising eyebrows ^[12].

This rule makes sense for two reasons:

Limited accomplishments: Three months isn't enough time to achieve much worth showing on a resume ^[12]
Common acceptance: Small gaps between jobs are normal now and don't set off alarms ^[10]

One career coach explains it well: "In three months at a company, there's not much you can really accomplish" ^[12]. Your resume becomes stronger when you focus on jobs where you made real impact.

Here's something to keep in mind: resumes differ from job applications. You might skip a short job on your resume, but applications often ask for your complete work history. Be honest when you need to sign and verify the information ^[13].

The key is to present yourself as a qualified candidate without drawing attention to negative parts of your work history. These guidelines help you create an honest resume that positions you for success.

Crafting Your Resume After Termination

Your resume becomes your most important tool to land new opportunities after a job termination. A strategic resume update can showcase your strengths while drawing less attention to your departure circumstances. Let's get into how you can create an effective resume that shows your value to future employers.

Choosing the right resume format

A functional resume format works better than a chronological one. This format puts your skills and qualifications first instead of your work timeline, which helps after a termination. Your abilities take center stage, drawing attention away from employment dates or gaps.

The functional approach works well because it:

Groups your skills based on job opening relevance
Puts your qualifications at the top
Moves focus away from employment chronology
Lists prior roles by relevance rather than timeline

You might still want to use a chronological format if you held your position for many years and did meaningful work. Just list your job title, employment dates, and organization's name without explaining why you left.

Highlighting transferable skills

Transferable skills work in different roles and industries—they become extra valuable after a termination. These portable abilities make you an asset in any field and boost your marketability.

Here's how to find your most relevant transferable skills:

Research your target role
Look through job descriptions for key requirements
Think about skills you've used well in different positions
Connect your capabilities to what employers need

Today's job market values transferable skills more than ever. Take marketing to career counseling as an example - your people skills like empathy and active listening become valuable assets.

Focusing on achievements rather than tenure

Make your resume stand out by showing what you accomplished instead of listing job duties. This approach helps after a termination by showing your real value.

Ask yourself these questions to spot notable achievements:

Did you do more than your job required?
What were your best contributions?
How did your work help the company?
Did you make processes more efficient?

Numbers make achievements more powerful. Don't just say you helped customers - tell them how many customers you helped each day or share your satisfaction ratings. Hard data proves your worth to hiring managers.

Sample resume sections that work

Professional Summary: Create a compelling 2-3 sentence overview that emphasizes your strengths using descriptive adjectives and action verbs. For example: "Detail-oriented project manager with 5+ years of experience delivering complex technical initiatives on time and under budget. Recognized for exceptional stakeholder communication and resource optimization."

Skills Section: Group relevant hard and soft skills that match the job description. This section matters most in a functional resume format.

Employment History: Add your job title, employment dates (years only can help minimize gaps), and organization name. Include brief descriptions focused on achievements rather than daily tasks.

Additional Experience: Show freelance work, volunteer activities, or professional development courses if you've been unemployed. This shows you keep growing and learning.

Note that your resume markets your best qualities—it's not just a job history. Show what makes you special and valuable to help employers see beyond a termination.

If you're looking for a quick way to create or improve your resume, you can also consider Wobo's AI resume builder. It leverages advanced AI to highlight your achievements, align your skills with job requirements, and ensure you have an ATS-friendly format. This can simplify the process and help you stand out to potential employers. Check AI resume builder →

What to Put for Reason for Leaving If Fired

Job applications often ask directly why you left your previous positions. This creates a crucial moment of truth in your job search experience. You need both honesty and strategic communication to handle this question well.

Application form strategies

Brevity becomes your ally when completing applications that ask about reasons for leaving. You should leave this field blank unless it's marked as required. Some applications may only need a yes/no answer about termination, and with good reason too - employers will likely verify this information during background checks.

Required fields need concise, neutral language that acknowledges the separation without much explanation. Your main goal at this stage is to advance to the interview where you can provide context in person. Application forms serve as legal documents, so truthfulness matters more than resume content that can be selective.

Neutral phrases that work

The words you choose can substantially affect perception. Here are professional alternatives to the word "fired":

"Involuntary separation"
"Position ended"
"Job ended"
"Laid off" (if accurate)
"Mutual separation" (if there was agreement)
"Discharged"
"Termination"

These phrases acknowledge the non-voluntary nature of your departure without the negative emotional weight of "fired." A career expert suggests using words that carry less emotion, since applications get cursory attention compared to resumes.

Industry-specific approaches

Each industry maintains different standards for employment termination. Background checks tend to be more thorough in highly regulated fields like finance or healthcare, making complete disclosure advisable. Creative industries focus less on employment history and more on portfolio work.

Positions that require security clearances or handle sensitive information need forthright disclosure because background investigations will be detailed. You should understand your industry's norms first, research the employer's verification processes next, and adjust your approach based on these factors.

Most recruiters focus on resumes rather than applications. Applications usually get minimal attention until the background check phase. By this point, employers have already invested in hiring you if you've progressed this far in the process.

Handling the Termination Question in Interviews

Job interviews after getting fired need careful preparation to handle questions about your last job. You might feel unsure, but your response can demonstrate your professionalism and growth.

Preparing your explanation

Your emotions about the termination should be resolved before any interview so you can discuss it with composure. The termination documents you signed need review to make sure your story matches what your former employer might say. As one career expert advises, "Only you can make the situation positive" by approaching it with the right mindset. A brief and honest explanation builds trust—recruiters value candidates who own their mistakes instead of making excuses or blaming others.

Turning negatives into learning experiences

Questions about terminations help employers understand how you deal with tough situations. Your response should highlight the lessons learned:

"I was able to turn this sad thing, of getting fired from my job, into a learning experience"
"Yes, it's a cliché, but the key is to view it as a learning opportunity rather than a setback"
"If you don't become bitter, you can become better"

The specific improvements you've made since then should be your focus—whether it's new skills, better performance, or enhanced communication methods.

Practice responses for different scenarios

Your explanations should be honest and brief based on what happened:

For performance issues: "I struggled meeting the company's quotas. Since then, I've completed training in [specific skill] that has improved my efficiency by a lot."
For personality conflicts: "The management style didn't match my priorities. I've learned better ways to adapt since then."
For misconduct: "I made a serious error in judgment. I've taken responsibility by [specific action taken]."

When to redirect the conversation

The termination question deserves a brief answer before smoothly moving back to your qualifications. A simple shift like "Having reflected on that experience, I'm excited about this chance because..." puts the focus back on what you can offer. The interviewer's main concern is your potential value to their organization—not your past challenges.

Conclusion

Losing a job can definitely challenge you during your job search, but the right approach can turn this setback into a chance for career growth.

These strategies will help you move forward: Choose terminated positions carefully, build your resume thoughtfully, and prepare honest professional responses for applications and interviews. Your focus should be on showcasing your value through achievements and lessons learned instead of past situations.

Most hiring managers value candidates that show resilience and growth after career setbacks. Your success comes from presenting termination as part of your professional path rather than hiding it. These strategies will help you guide your job search confidently and secure your next role.

FAQs

Q1. How should I address a termination on my resume?
Focus on listing your job title, dates of employment, and key responsibilities without mentioning the termination. Highlight your achievements and skills gained during your tenure. If asked directly in an interview, be brief, honest, and emphasize what you learned from the experience.

Q2. Should I include a job I was fired from on my resume?
Generally, you should include the position if you were employed for more than 2-3 months and gained relevant skills or achievements. However, if the job lasted less than three months or isn't relevant to your target role, you may consider omitting it.

Q3. What's the best way to explain being fired in a job interview?
Be honest but concise. Acknowledge the situation, explain what you learned from it, and how you've grown professionally since then. Focus on how your experience makes you a stronger candidate for the new role. Avoid negativity or blaming others.

Q4. How can I describe my reason for leaving a job after being fired?
Use neutral phrases like "position ended" or "job concluded" on applications. In interviews, briefly explain the circumstances without going into excessive detail. Emphasize what you learned and how you've improved since then. Quickly transition to discussing your qualifications for the new role.

Q5. What should I do if there's a gap in my employment history due to being fired?
If you have a gap, consider including any freelance work, volunteer activities, or professional development courses you completed during that time. This demonstrates your commitment to ongoing growth and keeps your skills current. Be prepared to discuss the gap positively in interviews, focusing on how you used the time productively.