How to Answer the How Would You Fire Someone Interview Question

How to Answer the How Would You Fire Someone Interview QuestionIt sounds counterintuitive to discuss firings in a job interview, right? Ordinarily, you might be asked to explain any firings in your own pastbut you might also be faced with a question about firing others. Have you done it? How did you do it? If you havent done it, could you do it? How would you do it? Pretty macabre turn for the interview to take, but if it happens, dont sweat ithere are some strategies you can use. googletag.cmd.push(function() googletag.display(div-gpt-ad-1467144145037-0) ) DO understand why youre being asked.Its unlikely that the interviewer is thirsty for corporate blood, and looking for a kindred spirit. Rather, firing people is an unfortunate fact of life at any company. If youre interviewing for any kind of management position, or a position that has the fhigkeit to grow into management level, its a valid test of your future management skills.If you recoil and say, Oh, I could never fire anyone , you could look like a pushover. If you go the opposite way and talk about how much you love firing people, you could come off more like a sociopath than a tough boss.DONT try to seem like a shark.This isnt a test to see how badass you can be. Its a test to see how you would handle a real-life situation. You dont get extra points for making the metaphorical fired person cry, so make sure you keep a neutral, professional tone. Very few companies are looking for a tyrant to fill a position.DO emphasize that you wouldnt arrive at the decision lightly.Make sure the interviewer knows that you would monitor the situation closely, and fire someone as a last resort. This is kind of a backdoor test of your problem-solving skills. If you have a real-life example of having to fire someone in the past, talk about the process that led up to the decision, and how you handled it. If it didnt have a great outcome, dont lietalk about what youd do differently in the future.DONT run down a laundry li st of everyone youve fired.If youve left a ton of firings in your wake, that could be a major red flag for the interviewer why has this person made so many bad hiring decisions that led to necessary firings? Instead of running that risk, use specific relevant examples that show the firing as a good management decision for the benefit of the company and/or your team. The interviewer is most interested in process here, so pick quality examples that dont make you look like a manager who cant manage a competent and harmonious team.DONT be mean if youre asked to fire the interviewer.If youre asked to give a demonstration of a potential firing, be sure to be firm with the person and make the reasons clear. Dont let the role-playing get loud or out of hand, even though its just for show. This is not the time to channel your inner Donald-Drumpf-circa-The Apprentice.So, to recap be firm but empathetic in any examples you provide (real or hypothetical), and always emphasize the process you wo uld use to arrive at the decision.