Everyone makes a big fuss about having a gap on your resume, and most folks are fearful of getting fired because of this very reason. But what if your current state of "underemployment" is your own doing?

每个人都对你简历上的空白时间大惊小怪。正是出于同一理由许多人担心被解雇。但如果你目前的“待业”是自己一手造成的该怎么办呢？

A bad boss, crummy coworkers, or poor working conditions may have led you to walk away -- but you don't want to reveal that in an interview.
However valid your reasons may have been, such factors can be turned back on you, causing you to be perceived as someone who couldn't handle directions, work well with others, or wasn't willing to do whatever it took to get the job done.

也许是老板不好、同事糟糕、工作条件差导致你辞职——但是你可不想在面试中提及这些。不论你的理由多么正当，这样的原因都会起反作用，让别人感觉你是一个把握不了方向、无法和别人共事、或不愿为完成工作做出牺牲的人。

So, how should you discuss the fact that you quit your last job without scaring off recruiters? Read on for four tips.

那么如何谈论辞职的事情，又不会“吓跑”招聘者呢？下面为您提供四条建议：

1. Blame It on Burnout 归咎精力疲乏

The best tactic for talking about why you quit -- for any reason -- is to accentuate the positive and minimize the negative. Most folks understand that people are susceptible to burnout in today's world. Explain to your interviewer that while you enjoyed your job, you wanted to take time to recharge your batteries, physically and mentally.

谈论辞职原因的最好策略是去强调积极因素、缩小消极因素。现在的工作容易耗尽人的精力，这是许多人都能理解的。对面试官解释，你虽然喜欢上一份工作但是需要时间给自己在体力和精神上充电。

If you have no other gaps on your resume and have been working continually for a lengthy period of time, this is quite plausible.

如果你的求职简历上只有一段时间空白，此外都是长时间的工作时期，那么这尤为奏效。

2. This Time It's Personal 这一次是私人原因

If you quit a job to spend quality time with a child or a sick family member, by all means say that. The Family and Medical Leave Act (FMLA) doesn't necessarily provide workers with all the protection or time they need to be present for family members if childcare or eldercare becomes necessary. Only companies of a certain size are beholden to the FMLA, which offers up to 12 weeks of unpaid leave during a 12-month period.

如果你辞职是为了孩子或照顾生病的家人，无论如何都要说出来。家庭和医疗请假法案（FMLA)在必需照顾儿童或老人时，不一定给员工提供所需的全部保护和时间。只有具备一定规模的企业才执行这一法案。按照FMLA的规定，这些企业提供在一年内12周无薪休假。