Not the same but I was sacked during a probation period because I refused to give my proof of ID details a 5th time to the HR, the same 3 pieces requested multiple times or lost. I told them to reuse those I uploaded a day or two earlier.
HR dismissed me after a single warning to give them by my line manager, and in dismissal point blank refused to say why (in probation in the UK they have no legal requirement to tell you). Obviously I cannot say HR at xyz company were incompetent and I was the scape goat.
What I did say in my next interview was what I learnt during my probation there, they needed somebody with more SQL/database skills. I had them as a senior developer, but I deliberately pushed back as it wasn't what I was hired for. In the interview I simply said I was "let go because I believe they wanted somebody more database oriented and that was not what I wanted to do" with the emphasis I was being hired at the new place as a developer not as a database specialist. That was therefore not my error and it's justifiable to want to do work you were hired for, they didn't give me an actual dismissal reason, and based on what I was told day to day could have been true.
It also helped that I completed a 2 month project (for the sacked from place) without any flaws in 3 weeks (yes they were average developers there at best).
The point being, distract and do not linger, use the disadvantage and stuff that is positive to your advantage, make no excuses because that validates their (any) misconception.
I would:
- Prep and learn as many responses for awkward questions that you can think of.
- Find relatable ways to justify the offence, but make sure you show it's been apologised for (it broke the law but anybody could fall into that trap). This may not be 100% coverable because perhaps it's unrelatable, but people wouldn't invite you to interview unless they thought you had or can redeem yourself. So for example, you mentioned drugs, I've not done them but I have done stupid things when drunk, so I can at least understand your position/state of mind.
- Find ways to (importantly, indirectly, don't dodge because being evasive will work against you) bring the topic back to accomplishments at the previous role (the one you were let go from). E.g 'I apologised to the official and the staff I worked with before I left, although shocked they thanked me for my hard work on xyz (a project that I believe went live with great success a month later)".
In the last point you leave that open because it's a distraction point, it's not you saying "despite what happened, I did loads of good work like xyz" (which is misconception validation, direct topic changing -evasive- and now requires further detail on your part which blocks them talking -they may feel they're not getting answers).
I did this approach on my follow up interview and got the position.
At the end of the day it's about owning the mistake, learning and no longer apologising (because perhaps you have already done that).
It ultimately also gives you real life street cred as a secops guy, i.e. you've can relate to a criminal element, although I'm uncertain if you could turn that into a positive - if you found out new stuff behind bars well that's a win - that could at least be an anecdote based on how relaxed/personable the interviewers are (e.g. if one tries to put you at ease by saying they did time).
Final point, don't rely on recruiters, use LinkedIn directly. Recruiters have a pool of people you join who they often field one at a time, you will be in a queue possibly at the back because the recruiter wants the best chance at getting a win with the least hassle when fighting against candidates from other recruiters. Unless you have a stand out skill they may secretly bias against you and there's no way of knowing.
P.s. also refer to yourself as ex-felon, it's reinforcing that you're over it.
P.p.s somebody down voted me, don't know why since if anybody has ever been sacked for refusing to give ID you should know you're basically shooting yourself in the head if the word gets between HR departments that you won't identify yourself during reference checking, potentially career killing.
That's no way to survive a career (as you found out). That's the kind of thing you use to build team camaraderie, after the 3rd time or so start posting about it in the team chat, if you're in an office put up a little sign saying "it has been ## days since I was asked for my ID", play along with any jokes about it, that sort of thing. And also politely ask your manager what's going on, and if that's normal, and send a polite email to the HR manager.
I get that it's a nuisance, but surely it couldn't have been more than a few minutes out of your day every time (and getting faster with repetition, right?).
> (yes they were average developers there at best)
Sour grapes?
Not really sour grapes btw, without going into depth that would giveaway the employer, the 3 devsnthat I worked with had been unable to implement functionality that had been invented within the last 5-10 years because they never did their own research or keep up with trends. As an analogy think akin to them only ever using traditional SQL DBs, then being shown a massive serverless distributed db that didn't use SQL, that required software redesign for eventual consistency, couldn't do ACID transactions, all needed for a small high value, short deadline project, and you get some idea of the scope of change and steep learning curve they struggled to address. I'll restate this is not the actual problem, but the scope and impact is of the same size.
If that's sour grapes by your definition then ok :), but for me for BE devs around my own age, it seems a little underwhelming.