Do you have experience in mass-layoffs or terminations? What is your view on job eliminations?
"Mass layoffs are new to me; however, I have led approximately 20 terminations in the past. When I have the termination conversation, I will have my conversation well documented and set out a clear approach, so the conversation remains on point. I share details of the 'why' and am sure to provide resources and support post-termination. While I had a tough time with the initial few terminations I took part in, I received a great piece of advice from a senior colleague who told me to always remember that employees terminate themselves. I just bring the bad news to them. Now I know that if performance issues are documented, and a pattern of malfeasance exists, I am helping do the right thing."
Most HR professionals will agree that terminating an employee is one of the worst aspects of the job. In the event of mass layoffs, the experience is often compounded tenfold. However, this is a reality that you may need to face in your human resources career at some point. If you have experience with handline mass layoffs, discuss what led to the decision and the processes you worked with in the situation. If you do not have experience with job eliminations, discuss the approach you believe you would take in such a situation. If you have a rapport with the interviewer, you may want to ask if a mass-layoff is something this company has ever experienced or is currently facing.
"Job eliminations are never fun, especially regarding mass-layoffs. About ten years ago, I worked for a telecommunications company that needed to lay off about 40% of its workforce. We held one-on-one meetings, and the process felt organized. We softened the blow as much as possible, offering ample severance pay and outplacement services for those losing their jobs. These factors made the task easier, but it was still a challenging circumstance. Has your organization faced the task of mass layoffs in the past?"
Community answers are written by other candidates practicing this set. Reading how others frame the same question is one of the fastest ways to sharpen your own.
Anonymous Answer
I have not had to terminate people in any of my roles aside from terminating people who have abandoned their positions. However, I also went through a large layoff at my previous company, where about a quarter of the office was let go. I didn't handle it directly, but I helped gather their personal effects to assist and informed our team of those who had departed in my manager's absence. When it comes to having difficult conversations, I have had to speak with people about improving their performance at different stages of their time with us.
Rachelle's Feedback
It sounds like you bring a strong variety of experiences related to job separations. Rather than saying, 'I have not' and 'I didn't,' I recommend focusing more on your transferable experiences. I've provided an example for you below.
"I assisted with a large layoff at my previous company where about a quarter of the office was let go. My involvement included gathering the personal effects of those laid off. I also assisted my manager, who was absent, by informing the remainder of our team members of those who had departed. I also have experience terminating people who have abandoned their positions. When it comes to difficult conversations, I have had to speak with employees about improving their work performance."
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