Ep 65: You got laid off. Now what?

Guest Bio:

Giselle Damian is a career coach with a background in human resources and staffing within higher education, and prior experience in insurance and banking. She works with professionals across industries and career levels, helping them navigate career transitions, clarify their goals, and build authentic personal brands. Known for her energetic presence and thoughtful listening style, Giselle delivers practical, personalized guidance that helps individuals gain clarity, confidence, and direction as they shape the next chapter of their careers.

Follow Giselle Damian on LinkedIn: https://www.linkedin.com/in/giselle-damian

HIGHLIGHT ARTICLE:

Layoffs are more than just a logistical shift; they represent a significant emotional and psychological hurdle. Career transition expert Giselle Damian emphasizes that losing a job often triggers a period of mourning for one’s professional identity and future goals. Because work is frequently tied to self-worth, individuals may experience a "roller coaster" of emotions, including anger, denial, and a loss of motivation that can resurface weeks or months later. The first step in recovery is acknowledging these feelings as normal and granting oneself "grace" rather than rushing immediately into a high-pressure job search.

While the instinctual response to a layoff is to apply for as many jobs as possible, Giselle recommends a "forced release" from the routine to reflect. This involves spending anywhere from a few hours to a week auditing one's skills, interests, and professional legacy. This period of reflection helps job seekers define their personal brand—identifying what they were known for and what unique value they bring. By understanding who they are as a "product" before entering the market, candidates can avoid the trap of appearing desperate or unfocused, which often occurs when they claim they can "do anything."

Once a candidate has a clear sense of direction, the focus shifts to creating a resume and LinkedIn profile that serve as powerful marketing tools. Giselle suggests finding "golden nuggets"—small but significant accomplishments that candidates often overlook. For example, reorganizing a supply closet might seem trivial, but framing it as a cost-saving inventory management achievement demonstrates proactivity and value. These materials must be optimized not just for human eyes, but also for Applicant Tracking Systems (ATS), ensuring that keywords and formatting align with the specific requirements of modern job postings.

The job search process has evolved, requiring candidates to be "chameleons" who can adapt their diverse skill sets to the specific needs of an organization. Interview preparation should go beyond generic questions. She recommends using AI tools to simulate different interviewer personalities—such as a skeptical VP or a cheerful peer—to prepare for the various social dynamics of a hiring panel. This preparation helps mitigate "blanking" during high-stress moments and allows candidates to practice quantifying their achievements with specific data and numbers, which is highly valued by employers.

Negotiation begins long before an offer is extended; it starts the moment a candidate enters a number into an application. Using one's previous salary as the only benchmark isn’t advised, as it may not reflect current market values. Instead, job seekers should use resources like Glassdoor or Salary.com to research industry-specific ranges based on experience and location. Beyond base pay, candidates should remember that elements like PTO, hybrid work flexibility, and professional development are also negotiable. The goal is to keep the process conversational, ensuring both parties feel satisfied as they begin their professional relationship.