• Former director at PwC and British Airways Michael Doolin has 36 years of experience in HR.
• He shares his advice for job-seekers who have been laid off and are interviewing for new roles.
• Doolin said it's important to frame the lay off as an opportunity and shared suggested scripts.

This as-told-to essay is based on a transcribed conversation with Michael Doolin, CEO of Clover HR and former human resources director at PwC, British Airways, and DPD in Ireland. The following has been edited for length and clarity.

A redundancy, also known as being laid off, is a forced exit and a permanent loss of employment that occurs when employers need to reduce their workforce.

I've been telling people bad news for nearly 40 years. It doesn't get any easier. I'm impacting the lives of the people in front of me, as well as their partners and family. It has a tremendous knock-on effect.

30 years ago, one of my previous bosses told me that I must never lose that sense of responsibility. Redundancies need to be handled very sensitively. It's important to me that the individual leaves the room with their head held high, knowing that they've been treated fairly and transparently.

It's not unusual to be made redundant. Most of the time, the employee has done nothing wrong. The average person will have 12 jobs throughout their career, and redundancies can happen in that time. Between July and September 2024, 90,000 people were made redundant in the UK.

In future job interviews, hiring managers will usually ask, "Why did you leave your last role?" Here's how to navigate having been laid off in an interview for a new job.

Be transparent

Don't avoid the question. Be upfront and say: "I left my previous company due to redundancy. There were a number of positions lost, and, unfortunately, I was one of those affected." Provide a clear and concise explanation of the circumstances, and give specifics about the scale of the redundancy if you know them.

Do not lie about layoffs. A skilled interviewer can see when people aren't being open. When you can see someone being dishonest as an interviewer, it gives negative signals about the candidate's character and resilience.

Be honest about your disappointment, but stress that you've moved on

It's fair to tell your interviewers that losing your job was a shock. You can say that it's a huge change, and that it's been disappointing or depressing. Expressing your feelings demonstrates emotional intelligence, showing that you can process challenges and learning from them.

Being open about the emotional impact of redundancy requires a balance. Ultimately, you should remain professional and focus on growth. Tell your interviewers that, after a period of reflection, you've moved forward. Interviewers typically respond positively to candidates who acknowledge their challenges while emphasizing how they've used the experience to grow and realign their career goals, not those who continue to be downhearted about their previous lives.

Focus on the positives

It's very possible to draw positives from your redundancy situation. It can be viewed through the lens of change: new skill opportunities, new ways of working, and new horizons.

For example, you can say: "I was sad to leave my employer of X years. I've reflected on that and realized that it gave me the opportunity to be in a room with you, talking about my vision for the future and the skills and experiences that I can bring to this team. I'm very excited about that.

"In a way, my redundancy has done me a favor because I'm enthused, energetic, and looking forward to the future. Possibly, it's a change I wouldn't have undertaken had I not been forced to, but I'm embracing it as an opportunity."

Remain professional

If you're feeling resentment or anger about your redundancy, you need to handle this outside the interview. Candidates should see the interview room as a shop window to facilitate their potential entry into a new career. You have to go into that opportunity with your best efforts. It is not the time to express anger or recrimination.

Don't criticize your previous employer. You can use adverbs like "sadly," "disappointingly," or "regrettably" when talking about your last job. The interviewer may pick up the subtle hints you weren't happy with how layoffs was handled.

Highlight your achievements

It's still important to discuss your achievements in your previous employment, even if you were made redundant. They don't go away. Share specific examples of how you met or exceeded expectations to reinforce your value and forward-thinking attitude.

Just because the business failed, it doesn't mean you failed. Be sure to share any details that give more context to the scale of the redundancy with interviewers.

Remember that redundancies are usually not the employee's fault

Most layoffs are due to changing market outlooks, foreign exchange movements, or world events outside one's control. Either way, redundancy is not something to be ashamed of.

Approaching an interview without shame around being laid off will allow you to present yourself positively, emphasizing your achievements and skills. By framing redundancy as an opportunity for growth, you demonstrate resilience and adaptability.

This mindset shows you can turn challenges into stepping stones, which can be appealing to prospective employers.

• Michael Doolin has worked as a HR director for British Airways, PwC Ireland, and DHL.
• Doolin said managers often give subtle signs that they are considering employees for promotion.
• Being asked to represent the company, lead trainings or given new responsibilities are good signs.

This as-told-to essay is based on a transcribed conversation with Michael Doolin, CEO of Clover HR and former human resources director at PwC, British Airways, and DPD in Ireland. The following has been edited for length and clarity.

A promotion might mean a new job title or an increase in status, it could also represent a pay rise or bring an improvement in your benefits package. A promotion is a sign of progress, of improvement, and sometimes of vindication. It's recognition that hard work pays off.

People are promoted for different reasons. They might have achieved a new professional qualification, like, for those in accountancy, law or medicine. It could come because you've met milestones, brought in new customers, or received positive feedback from clients.

Either way, here are six signs that you might be heading toward a promotion at work.

Changes within your organization

Look out for shifts in your company. Is it expanding or restructuring, or is your boss being promoted? Changes in an organization throw up opportunities all the time, and you may be unexpectedly earmarked for a new role.

However, in some mature organizations, the chain of succession could be more concrete. My second job, for example, was at Ford Motor Company, which was a highly structured organization where your career was mapped out for the next five to 10 years.

This approach works in some companies, but it has a habit of coming asunder when life gets in the way. I think there's a balance to be struck between mapping everything out and being flexible.

However, for many companies workplace reorganization creates space for promotions.

Positive feedback

You should be having regular performance management discussions. If you're receiving positive feedback there, it will give you an indication of whether your employer is happy with your work. You might be asked about your career goals, too, which can be a promising sign.

Being asked to represent your company

Senior managers might encourage you to attend exhibitions or get involved in extra-curricular activities on behalf of the company. They might request that you act as an ambassador for the organization, or you might find yourself being asked to speak at events. While it's no guarantee of a promotion, it's further evidence that you're valued at work and may be considered for one when it comes.

Being introduced to new people

Being sought out to meet new people, whether that's invitations to meetings or introductions to customers, is another important indication that your opinions and contribution to the company are valued.

Being asked for your input

If your boss often asks for your opinion, it's a positive sign. It shows that they respect your judgment and appreciate your feedback. Use these as opportunities to take initiative and prove your worth to your manager. Do so in a subtle way: volunteering, writing proposals, or taking on additional responsibilities. Never forget that making your boss look good is a great way to set yourself apart.

Taking on extra responsibility

Being asked to take on extra responsibility is another signal that you're eligible for a promotion. Common examples of this are being asked to take on more work or new clients. Alternatively, you might be asked to mentor less experienced members of the team or lead training.

If you want a promotion, you should be looking to take on more responsibility all the time, as it shows a willingness to learn and add value. Being given a new responsibility is an opportunity for managers to assess your suitability for a new role. And for you, it's a chance to prove yourself.

Asking for a promotion

If you're unsure whether you're up for a promotion, ask your boss directly. Too often, employees assume their manager knows they want to be promoted. People who are consistently striving for promotions should have a clear conversation about promotions at least once a year.

My advice is to ask your boss, "Can we have a conversation about me and where I'm at?" This conversation might be during an appraisal discussion, it might come up in a car journey, or even subtly over coffee.

You can be direct: make it clear that you think you're ready for advancement and put a business case forward as to why you should be considered. After the discussion, get it documented in writing where you want to be and how quickly you want to get there.

Should you accept a promotion if it's offered?

Many times, we have a classic conundrum where someone is asked to do a different role overnight with little preparation. A promotion may not always be right for you, and you may not choose to accept one if it's offered.

Depending on the degree of ambition, I generally advise accepting the promotion and paddling very, very hard underwater while asking for training, support, and guidance to help you thrive in your new role.