What do you do if you're unsure whether to disclose a layoff in data governance?

1 Assess Impact

Before deciding whether to disclose a layoff, evaluate the impact it may have on your professional reputation and future job prospects. Consider the nature of the layoff – was it a result of company downsizing, or were there performance-related issues? If it was a widespread company change, it might be less damaging to share, as layoffs can be common in the industry. However, if the layoff could reflect poorly on your capabilities in data governance, you might want to be more cautious about disclosure.

2 Legal Considerations

Understand any legal obligations or restrictions you might have regarding the disclosure of your layoff. Review the terms of your severance agreement or any nondisclosure agreements (NDAs) you may have signed. These documents could contain clauses that limit what you can say about your former employer and the circumstances surrounding your departure. It's crucial to comply with these legal requirements to avoid potential repercussions.

4 Networking Strategy

Your networking strategy post-layoff should involve reaching out to former colleagues, mentors, and industry connections. Be honest but strategic about your situation; you don't have to lead with the layoff. Instead, discuss your expertise in data governance and your career goals. Building a strong network can lead to new opportunities and provide support during your job search.

5 Interview Approach

If asked about the layoff during an interview, be prepared with a concise and positive response. Frame the layoff as an opportunity for growth and a chance to seek new challenges in the data governance field. Avoid speaking negatively about your former employer, and instead focus on what you've learned from the experience and how it has prepared you for future roles.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?