Layoffs seem to be happening left and right in many industries. According to Scott Wedel, Executive Recruiter, Career1Source, a layoff isn’t career-ending. It’s a speed bump and shift to a different path.

Wedel encourages candidates who have been part of a layoff to feel all the feelings that come with the experience, including shock, anger and frustration, until they can get to a place of acceptance about the situation. Being in a good emotional mindset about the scenario will be important during interviews for a new role, because candidates should be able to discuss the details in a factual manner—including how many were laid off at the same time.

“Don’t avoid the discussion,” Wedel says. “Be up front about it. Address it before the interviewer does. Tell the interviewer what you know and what happened—without pointing blame.”

When speaking about your previous role, Wedel encourages candidates to focus on their achievements and the positive things they did that added value to the organization. Demonstrating that you’ve done the internal work and analyzed the value that you brought to a former employer is important.

If a candidate has needed time to work through their emotional process before landing another interview, Wedel suggests showing hiring managers how you’ve constructively used the time. And answering that you’ve been spending time with family is OK!

“Hiring managers want to see continuous learning, adaptability and resilience, not a victim mentality,” Wedel says. “Yes, a layoff sucks, but a victim mentality will not help you. Everyone knows they’re not fun. Hiring managers are expecting that you don’t want to talk about it. If you’re part of a large layoff from a bigger corporation, wear it as a badge of honor. Focus on what you learned from that role and how it helped you grow.”

Warding Off the Stigma

Unfortunately, there’s still a stigma around candidates who were laid off—even if their performance was not a reason for the layoff. However, if a candidate is the only one who was laid off, that stigma can be even stronger.

Wedel says that candidates can overcome the stigma around layoffs by not being afraid of it. For example, if a former employer had a highly political culture and an employee formed the “wrong” relationships, admit that; if all the employees under a new VP were let go, explain about the power change.

“If a layoff was due to performance, hiring managers will eventually figure that out,” he says. “Sometimes, there are really good people who get laid off, so you have to separate yourself from the crowd by how you explain the situation, your proactiveness, resiliency, and self-reflection. It’s not easy.”

Tread Carefully

Wedel reiterates that if you’re in the middle of a layoff, don’t do anything that would reflect badly on you. When you’re going through the emotional cascade as a result of a layoff, avoid posting on social media—hiring managers will see that.

“There’s an aspect of self control to it,” Wedel says. “Even though you want to scream to the hills, it’s not appropriate or professional, and plays into the stigma. Show that you’re above that.”

Wedel says that although a layoff is never ideal, he’s seen many people who have used a layoff to launch them into another step in their career.

“If a candidate is able to not take that victim mentality and spread their wings to fly, they may find that their former position was holding them back, and the layoff was the best thing that happened to them,” he says. “That approach may not work for everyone, but it can happen.”