OneThe underlying logic of the problem
First of all, we need to know what is the underlying logic of the interviewer asking this question.
On the surface, he was asking about his past work and why he left his job. Actually, what an interviewer wants to know through this question is:
1.Personal professionalism and career development tendencies.
It does not match the company and position you are interviewing.
Personal career aspirations.
For example, if the reason for leaving is a department head, a PUA employee, high work pressure, and difficulty working together.
The interviewer may ask rhetorically: Is this the case with other employees? How is your work performing?
The subtext is: Is it because you have poor personal workplace skills and can't integrate into the team? If you come to our company, will there be such a problem? Then you have to seriously consider whether to give a job opportunity or not.
One might say, is it overguessing the interviewer's intentions?
In fact, this is what is likely to happen during an interview, and to put it bluntly, it is to understand the real thoughts of the candidate who did not answer the other questions in the interview through the question "Why did you leave?" Similarly, other reasons for leaving may cause the interviewer to think otherwise.
This leads to a big principle to answer this question:
Try to choose a reason that doesn't give someone a handle.
IIWhat are the reasons for leaving?
Generally speaking, the reasons for leaving can be divided into:
There are two cases, objective and subjective.
The objective reasons generally include:
1.Changes in the company's organizational structure and position adjustments
Structural layoffs
Family reasons (marriage, childbirth of a woman, unexpected changes, etc.).
Pursue education or training
Change the city, change the industry
Subjective reasons broadly include:
1.Inability to fit into the team
2.The workplace is stressful, and the leadership is PUA
3.Long-term business trips and company relocation
4.Salary mismatch
5.There has been no promotion for a long time
6.Laid off
3. Which answers are the "minefield" of the interview
Generally speaking, many people will choose an objective reason as their answer during an interview (even if it is a subjective reason, they may also choose an objective reason), after all, it seems more secure.
But among the objective reasons, there are also some precautions.
Scenario 1: Woman marries and has children (inclusive.
Second and third children).
In the current workplace environment, in order to better obtain career opportunities, women can appropriately consider the balance between family life planning and career planning, or choose to prefer the workplace in the interview process.
Situation 2: Study, training, change of city, change of industry, etc
It seems that these are all objective reasons, but in fact they are due to personal planning. Then pay attention to the "necessity" of these objective changes during the interview, and give the interviewer a reason to do these things.
Subjective reasons are usually a minefield of answers. As mentioned in the question, the reasons for resignation are complex, and it can be assumed that there are more subjective reasons.
For subjective reasons, it can be simply grouped into two categories:
Situation 1: Salary mismatch There has been no promotion for a long time
The real reason is that the individual's career expectations are not being met. When the interviewer encounters such a reply, he does not consider the bargaining, but more about the candidate's ability and professional mentality: is the ability worthy of the salary increase? Or always expect too much from yourself? Then start to consider whether the candidate can have the ability to continue career development.
Situation 2: Unable to integrate into the team, workplace PUA, long-term business trip, being laid off, etc
This type of reason is the hardest hit area that can lead to interview failure. It is very likely that the interviewer will think that it is a lack of personal ability, that is, a problem of workplace adaptability. And it is very easy to be questioned by HR and fall into the trap of HR questions, resulting in a failed interview.
If such problems do exist, the first suggestion is to try to avoid answering the real situation (whether it is caused by corporate or personal problems), which are often difficult to explain. The second piece of advice is to answer truthfully, and choose a perspective that is specific to all employees rather than individuals.
FourthProblem suggestion
1. Based on true intentions
For the general environment of the past two years, the "company restructuring and structural layoffs" that have not occurred much in the past have become an irrefutable reason, provided that this is the real situation of personal experience.
Also, if there are many situations in your past that are difficult to explain, don't lie about them all. For example, if your real demand is that your salary is lower than the industry level, even if you don't answer the reason for leaving, it will be reflected in salary negotiations or other issues.
2.Reflect on yourself
From the perspective of long-term career development, it is inevitable to choose a company that is not very reliable and not suitable for you, and you have indeed encountered some unfair treatment in the workplace. At the same time, it shows that he has reflected on whether he has problems in his workplace mentality, professional ability improvement, company or industry choice, etc., and the current job search direction is correct and rational, and he takes every job search opportunity seriously.
3.Question plus
The plus point for answering the reason for resignation is to return to the underlying logic mentioned above: the matching degree of professionalism, career development, and career appeals. For job seekers, it is their core competency. For example:
In terms of professionalism,Avoid subjective reasons such as not being able to fit into the workplace, not adapting to the company, lack of career planning and stable professional mentality, such as not being able to integrate into the team and making it difficult for the workplace PUA to adapt to long-term business trips.
In terms of professional appeals,Enhance your bargaining power by proving your ability and career development space, and reflecting the mismatch between past salary, rank, and rewards.
In terms of career development:The first is to avoid the background of frequent job hopping, and secondly, when encountering a change of industry, a change of city, or a higher-level position, from the perspective of personal long-term career development planning, prove that you have traces to follow from the past to the future, including this job search, and have been well thought out.
Author: Wang Qiao, a workplace mentor with a worry-free future.