Everyone who's been fired raise their hand. If your hand is up, and mine is too, we’re in good company. I’m unable to find statistics, but in 25 years of working with candidates, my conservative guess is fifty percent of all people within the workforce have been fired or laid off at some point. Despite this, most job seekers end up on the defensive, afraid of how it will reflect on them come interview time.

And most terminations aren’t because of documentable inappropriate behavior, which leaves a large number of people feeling responsible for an event that wasn’t necessarily their fault.

Here are three real-life examples and how to handle each if you ever find yourself in a similar situation.

INSTANCE #1: One person had a thirty-day review with four members of the company which, it seemed to me, was simply a reason to go through the motion of documentation and procedure prior to the alleged reason for the review. I could tell by what the company said during the review, that the individual hadn’t had a chance. Two weeks later the person was fired over a very petty incident. The reason given was that the person hadn’t made the changes advised in the review.

What to make of it: My assessment is that someone had it in for this person. Examine your relationships with your peers and supervisors, as well as the relationships of the people with whom you work. Were any of them tense? Was there any competitiveness within your department? Did you find yourself constantly justifying yourself to any particular supervisor? Were there any recent management changes?

How to handle it: When you’re asked, "Why did you leave your last job?" say: "I was fired, but I'm not sure why. I'd been at the company for three years, and my reviews had been good. Suddenly, I had a thirty-day review that seemed, in retrospect, to be just formality for what was to come. Two weeks later I was fired for (name petty reason). I believe there was an agenda of which I wasn’t aware." Say it matter of factly, not defensively, and add nothing negative about your employer. But you need the supporting information of long-term employment with favorable reviews - if it's true - to spin it in your favor. Otherwise, it can be inferred that the problem was you, not your employer.

INSTANCE #2: An employee was fired for refusing to do something unethical.

What to make of it: Whether the person knew it or not, the request was both a test and an ultimatum. Whatever that instance was indicative of, you can bet there was more of it present.

How to handle it: Straightforwardly. "I was terminated for refusing to do something unethical." If you’re asked for specifics, simply say you're not comfortable disclosing that information. The interviewer should respect you for not saying what they were. The specifics aren't the hiring company's business, and they shouldn't ask you for them. Additionally, you don’t need to spill the story to justify your statement.

If you're not asked back, don't waste your time wondering why, and don't take it personally. The company you want is the one that respects you for not telling stories and likes that you stuck to your ethical guns. They're the ones that will want you back. That's the kind of place you want to work.

INSTANCE #3: I began my recruiting career in 1985 in the Dallas, TX, office of a large, publicly traded firm. Our manager was a wonderful person and an excellent teacher with a great sense of humor. In fact, he was so outstanding, corporate promoted him to a different office. Unfortunately, they also promoted our assistant manager to replace him.

NEXT WEEK: The rest of what happened to me, what I did with it, and the consequences of assuming termination is the kiss of death.