I interviewed a girl last week and had a good chat.
She worked as a civil servant in a company for two years. She is happy and natural. Seeing the reason for leaving, I asked, can you tell me why you left your last company?
She broke out a lot at once.
My previous company was a small company that just started a business, which was very informal;
I am either bossed around by my boss or idle all day;
I don't think I can get along with my boss. Think about it and leave.
……
She was speechless with joy, but the more I listened, the more I frowned.
Because of the different positions of the two sides, the information I got was completely different.
So you hate starting a small company? I am also a small startup company here.
Nothing serious. Are you sure that your understanding of "business" is the same as the "business" in company values?
Eight words don't match? Are you looking for a job or dating? Will the new company be more out of place? Constellation and blood type should be tested?
I politely interrupted her and said that I would inform her of the result in three days.
The girl walked to the door and suddenly turned around and said, you don't really want me, do you? I interviewed several people and they all said so, but in the end, there was nothing. Actually, I want to know what the problem is.
I was amused by her frankness and frankness, thought about it and added.
"When the interviewer asked the reason for leaving, he didn't really care about the reason itself. Next time you can try to think about it from this angle before you answer. "
0 1 Why do you ask the reason for leaving? The reason for leaving is almost a question that must be asked in the interview process. If you are a fresh graduate, the question will be changed to: Why did you choose our company?
The CEO of the top headhunting company Heidegger once said that employers only need to know three questions in the interview.
What can you do in this job?
What do you like to do in this job?
Can we talk to you?
This is to ask questions from the perspectives of ability, attitude and teamwork, expecting to get satisfactory answers.
Get the answers to three questions, that is, the real purpose of the interviewer asking the reason for leaving.
My good friend Xiao Yi is a senior HR, who interviewed tens of thousands of people on 16. In her career, what impressed her most was a young man named Zhou Ming.
Xiao Yi said that when the young man explained why he left his job, he only provided a textbook answer.
"My intern teacher told me that the standard for judging whether a company is a good company is very simple-whether it can make you continue to grow.
"In the five years before my company, I grew very fast. In my resume and appendix, you can see the change of my position and the letters of commendation sent by customers to the company every year. However, the company is a radish and a pit, and I feel like I am on the ceiling.
"I struggled. After all, I am handy at work and have a harmonious relationship with colleagues and customers, but I still hope to make further breakthroughs in my career, so I submitted my resignation. "
In three simple paragraphs, Zhou Ming perfectly answered the three questions that the interviewer really wanted to ask through his positive work outlook, past achievements and inner entanglements.
What can you do in this job?
Sure！ My position has been promoted rapidly, and the best evidence is that I often receive letters of commendation from customers.
What do you like to do in this job?
Honey. As long as it can make me grow, I love doing it.
Can we talk to you?
Sure！ I have a very good relationship with my colleagues and clients.
When I was a supervisor in my previous company, I interviewed a candidate Z.
At that time, the professional skills and foreign language tests had passed, leaving the final third round of comprehensive interviews. Let me ask you a routine question. Your former company is our highly respected opponent, and many aspects are worth learning. Why did you leave?
Z wanted to think, and gave the answer:
Some of my players are children of the Eight Banners, and they only get paid and don't work. It's awkward for everyone to cooperate.
I think I don't agree with them, and there is nothing in common in language;
The leader is headstrong, but in fact there are constant internal struggles within the company.
The superior sitting next to me exchanged glances with me, noncommittally. After Z went out, my superior said, well ... dream on.
I nodded silently, really not sure if I can get along with Z in the future.
The complexity of modern workplace work determines that it is difficult to complete it alone. We advocate team spirit: meticulous division of labor and sincere cooperation. A person who is used to complaining about the team and superiors has fundamentally lost the interest of the employer.
Look, there are actually too many considerations behind a simple reason for leaving. As a job seeker, you must not take it lightly.
When talking about the reasons for leaving, we need to grasp five principles. According to Sun Tzu's Art of War, know yourself and know yourself, and fight every battle. Understand the basic idea behind the interviewer, and then talk about several principles that should be grasped when talking about the reasons for leaving the company.
Principle 0 1: Be as honest as possible.
A senior background expert once told me: "Many employers can actually accept applicants who make mistakes, but the only thing they can't tolerate is cheating."
Background investigation can easily expose your lies, and it is also debatable that many candidates deliberately say things against their will to cater to the interviewer just to get an offer.
Obviously, I just couldn't stand the overtime work of the company 96 years ago, and now the new company has to work overtime. Do you want to go against your will?
I obviously want a more suitable job, but now I'm applying for a different job. Do you want to lie? Do you like your present job?
Obviously, the new company has no room for promotion. Do you think it's okay to say ok?
Choosing a job is actually a two-way selection process. The company chooses you, you choose the company.
It is better to set principles from the beginning and maximize integrity. You find a company that really suits you, and the company also finds people who really need it. This is a win-win situation.
Principle 02: Be objective and try not to be emotional.
The positions of the interviewer and the candidate are naturally different.
You blindly diss your former boss, former colleagues, and the smoky environment will not have any positive effect except making the interviewer feel unhappy with you.
If you talk too much, you lose. Objective, without personal feelings, is a professional performance.
Principle 03: Learn to express gratitude.
My previous employer was really bad. The boss doesn't pay on time, the glib operator always bullies others, and there is always internal intrigue ... Do you really get nothing?
You saw the unbearable, walked through the darkness, and now you want to chase the light. Isn't it just growth?
To make friends, we like people who are sentimental, grateful and trustworthy. Isn't this the same reason for companies to recruit employees?
You know, if you say others are good, people who listen will think you are good.
Principle 04: Don't emphasize the difficulty of subjectivity.
The unit is too far from home, and I am too tired from 6 o'clock every day. The boss is so tired that he writes reports every day. ...
Maybe you are telling the truth, but you can't bear hardships. Speaking frankly won't give the interviewer extra points for your impression.
Principle 05: Express delivery companies.
Man struggles upwards, and good birds choose wood to live, which is the reason why no one will refuse. Why did you leave your job? Of course, it is to pursue better development and want a better life.
This reason not only expresses their pursuit of progress, but also wins a new company.
Yes, it's official, but it must be useful.
If you insist, I'm not aggressive ...
Okay, forget I said anything.
When applying for different types of companies, the statement of reasons for leaving should have different emphasis. I have been in the workplace for ten years, both in foreign companies and private enterprises. Now I start my own business. As far as my personal experience is concerned, the statement of reasons for leaving the company should have different emphases.
This is not to encourage fabrication of facts, because all statements are also based on facts.
When applying for a foreign company, you pay more attention to people management. You admit that because of family reasons, you can't stand endless overtime and leave your job. Now you want to pursue a balance between work and life, which is completely acceptable to foreign companies.
But if you apply for Huawei, which advocates struggler culture, for the same reason, it is inevitable to jump off the street. At this time, the focus should be on the direction of hoping to hone yourself more and realize greater life value.
For most small companies or startups, their demands will be more practical.
So if you say it's because you're too old to work, and you want to find an easy job and have children to take care of, you want to explore more possibilities and see how entrepreneurship works. ...
That startup is really not for you.
But if you show excellent professional standards on the one hand, and fully express your desire to start a new journey on the other hand, and are willing to cross the rubicon for it and grow together with the company, then you have a great chance of being recognized.
For different types of companies, focusing on different expressions of reasons for leaving their jobs is actually for themselves.
To do this, of course, we need to do our homework in advance, fully understand the characteristics and advantages and disadvantages of the company we are applying for, and then see how well such a company matches our own demands. This is not only a sign of respect for the new company, but also a sign of responsibility for yourself.
When we talk about the reasons for leaving, interviewing a new company is always a necessary question, but in fact, this question is more important for job seekers.
Just as muscle growth is not in exercise, but in the recovery stage, the growth of a workplace person is more based on introspection and recovery after leaving the job.
Fully reviewing one's previous experience and refining its highlights, shortcomings and reflections are both positive and critical, which is the real accomplishment of a workplace person.
When stating the reasons for leaving, more thinking, sincerity and respect will make our interview smoother and more likely to win the favor and recognition of the interviewer.