When asked about the reason for leaving the company during the interview, how to answer it?

The first part: How to answer the reason for leaving in the interview.

How to answer the reason for leaving in the interview

"Can you describe the reason why you left your previous employer?" This kind of question is often asked in the interview, and the employer can get a lot of information about you from it. So concentrate on answering this question. Then, how to make full preparations before the interview, and how to answer the reasons for leaving in the interview?

Factors that can make people understand, such as "big pot rice", too long journey to work, improper major, marriage, illness, vacation, etc., can be truthfully said. I think we should be very careful when talking about some factors, such as complex interpersonal relationships, in order to master the discretion and skills of the interview. Modern enterprises emphasize team spirit and require all members to have the ability to cooperate with others. Your timidity and avoidance of interpersonal relationships may be considered as a poor mental state, a melancholy, anxious and lonely state of mind, which hinders your career orientation.

The income is too low. Such an answer will make the other person think that you are purely income-oriented and care about personal gains and losses, and will form a mindset that "if you have higher income, you will not hesitate to quit".

The distribution is unfair. At present, it is very common for enterprises to implement benefit wage and floating wage system, aiming at improving performance and efficiency through material incentives; At the same time, many units have begun to take measures to keep employees' income confidential. If you use this as an excuse to leave the original company during the interview, on the one hand, you will lose your competitive advantage, on the other hand, you will be suspected of spying on other people's income and even privacy.

The boss has a problem. Since it exists in society, you have to deal with all kinds of people. If you find fault with your boss, which shows that you lack adaptability in your work, it is hard to imagine whether you will act according to likes and dislikes when you meet customers or people related to your company.

Leaders change frequently. During working hours, you just do your own thing, and the change of leadership should not be directly related to your work. You are too sensitive to this, which also shows that you are immature and your personal role is unclear.

The competition is too fierce. With the improvement of marketization, the competition between enterprises and peers is becoming increasingly fierce, and employees need to adapt to do their work well in this environment. Work pressure is too great. The life state of modern enterprises is fast-paced, and all kinds of people in enterprises are in a state of high-intensity work and life. Some units simply tell each other frankly in the recruitment notice and ask for answers.

It is an increasingly obvious trend that employers can finish their work under pressure.

Case: Mr. Yao has worked in an advertising company in Wuchang for more than 5 years, and he is a good hand in business. However, due to the long-term disagreement with the boss, Mr. Yao couldn't bear it and finally chose to resign.

On the recommendation of friends, Mr Yao interviewed several companies. Without exception, recruiters have asked the reasons for job-hopping. Mr. Yao told me frankly at first, but failed to apply successfully. A friend inquired and told Mr. Yao that the other party thought that his business ability was good, but he was "incompatible with the boss", but he rejected Mr. Yao by one vote-he could not handle interpersonal relationships. As a result, Mr. Yao learned his lesson and changed the reason for leaving his job to "the income is too low", but several companies that can apply for it still dare not ask him. After inquiring, a friend told Mr. Yao that the other party was afraid of being regarded as a "transitional" unit. Once a better unit is poached, it is possible to jump ship again.

Mr. Yao said with a headache, "Why didn't you quit?" This is really a difficult mystery. How to answer may be caught by the recruiting unit. "

Zhang Shaoxiong, Senior Career Guidance: Try to downplay sensitive answers and leave no room for guessing for recruiters.

According to a survey, the common reasons for leaving a job in an interview at present include: bad interpersonal relationship, unsatisfactory income, bad relationship with superiors, and great work pressure. However, from the perspective of enterprise recruiters, these reasons are more or less related to job seekers themselves, which may affect their future work, such as interpersonal relationships with colleagues and customers, salary problems, and inability to withstand competition. So this reason is not recommended.

Suggestion: Try to use understandable reasons that have little to do with work ability, such as career planning, working too far, affecting work, charging, taking a vacation, getting sick, etc.

Note: Avoiding sensitive answers does not mean cheating. If the recruiter asks detailed questions, he should answer them truthfully. Otherwise, the integrity of job seekers may be greatly reduced, and the possibility of success is even smaller. You can also refer to the three skills of interview success in the interview.

The second part: How to answer the reason of leaving in the interview skillfully.

How to skillfully answer the reasons for leaving in the interview

"Can you describe the reason why you left your previous employer?" This kind of question is often asked in the interview, and the employer can get a lot of information about you from it. So concentrate on answering this question.

Factors that can make people understand, such as "big pot rice", too long journey to work, improper major, marriage, illness, vacation, etc., can be truthfully said. However, some factors should be discussed carefully, such as:

Interpersonal relationships are complicated. Modern enterprises emphasize team spirit and require all members to have the ability to cooperate with others. Your timidity and avoidance of interpersonal relationships may be considered as a poor mental state, a melancholy, anxious and lonely state of mind, which hinders your career orientation.

The income is too low. Such an answer will make the other person think that you are purely income-oriented and care about personal gains and losses, and will form a mindset that "if you have higher income, you will not hesitate to quit".

The distribution is unfair. At present, it is very common for enterprises to implement benefit wage and floating wage system, aiming at improving performance and efficiency through material incentives; At the same time, many units have begun to take measures to keep employees' income confidential. If you use this as an excuse to leave the original company during the interview, on the one hand, you will lose your competitive advantage, on the other hand, you will be suspected of spying on other people's income and even privacy.

The boss has a problem. Since it exists in society, you have to deal with all kinds of people. If you find fault with your boss, which shows that you lack adaptability in your work, it is hard to imagine whether you will act according to likes and dislikes when you meet customers or people related to your company.

Leaders change frequently. During working hours, you just do your own thing, and the change of leadership should not be directly related to your work. You are too sensitive to this, which also shows that you are immature and your personal role is unclear.

The competition is too fierce. With the improvement of marketization, the competition between enterprises and peers is becoming increasingly fierce, and employees need to adapt to do their work well in this environment.

Work pressure is too great. The life state of modern enterprises is fast-paced, and all kinds of people in enterprises are in a state of high-intensity work and survival. Some units simply tell the truth in recruitment notices, requiring candidates to complete their work under pressure, which is an increasingly obvious trend.

Case: Mr. Yao has worked in an advertising company in Wuchang for more than 5 years, and he is a good hand in business. However, due to the long-term disagreement with the boss, Mr. Yao couldn't bear it and finally chose to resign.

On the recommendation of friends, Mr Yao interviewed several companies. Without exception, recruiters have asked the reasons for job-hopping. Mr. Yao told me frankly at first, but failed to apply successfully. A friend inquired and told Mr. Yao that the other party thought that his business ability was good, but he was "incompatible with the boss", but he rejected Mr. Yao by one vote-he could not handle interpersonal relationships.

As a result, Mr. Yao learned his lesson and changed the reason for leaving his job to "the income is too low", but several companies that can apply for it still dare not ask him. After inquiring, a friend told Mr. Yao that the other party was afraid of being regarded as a "transitional" unit. Once a better unit is poached, it is possible to jump ship again.

Mr Yao said with a headache? Why did you jump ship? This is really a difficult mystery. How to answer may be caught by the recruiting unit? Braids? . "

Zhang Shaoxiong, Senior Career Guidance: Try to downplay sensitive answers and leave no room for guessing for recruiters. According to a survey, the common reasons for leaving a job in an interview at present include: bad interpersonal relationship, unsatisfactory income, bad relationship with superiors, and great work pressure. However, from the perspective of enterprise recruiters, these reasons are more or less related to job seekers themselves, which may affect their future work, such as interpersonal relationships with colleagues and customers, salary problems, and inability to withstand competition. So this reason is not recommended.

Suggestion: Try to use understandable reasons that have little to do with work ability, such as career planning, working too far, affecting work, charging, taking a vacation, getting sick, etc.

Note: Avoiding sensitive answers does not mean cheating. If the recruiter asks detailed questions, he should answer them truthfully. Otherwise, the integrity of job seekers may be greatly reduced, and the possibility of success is even smaller.

The third article: 20 15 bank recruitment interview skills: how to explain to the interviewer the reasons for leaving?

People who have experienced job-hopping will generally encounter such embarrassment: when interviewing for a new position, HR will ask him why he left. I am embarrassed, on the one hand, because I have real thoughts, on the other hand, I hope to speak with dignity.

On the Internet, many people asked me how to explain why I left. As we all know, job-hopping is nothing more than dissatisfaction with salary, limited development space, remote geographical location, poor interpersonal relationship, pursuit of new jobs and so on. But here's the problem. What everyone is worried about is whether directly saying the reason will have a bad influence on the new job, whether they will be dissatisfied with their salary in advance because they throw the bottom line, and make their chances of winning smaller. If there is no hope of promotion, will it make the other party feel incompetent? If it's because of interpersonal relationship, will it make HR feel a thorn in the side? If you complain too much, will it make people feel unprofessional? And if you don't say so, will it be too fake?

These considerations are all reasonable. But what should be done? As a mature person in the workplace, you should plan your career development, including job-hopping.

First of all, plan your career changes and when to resign. Why did you jump ship? Can the next job meet the expectations before job-hopping? This is a premise, these things want to understand, job-hopping is meaningful. Secondly, if resignation is a fait accompli, then face it calmly, sum it up well, or resign with expectations? Are you dissatisfied with the status quo and resigned? Or resign passionately? Are these resignations handled by yourself? How did your professional experience during this period affect your career? What role will your next job play in your career development? When these problems are understood, it won't be embarrassing to explain why you quit when you finally face HR.

There was this man who asked me a question:

He is a salesman of a foreign company. As an old employee, because he is dissatisfied with various problems in the operation and management of the branch, he directly reflects the problems to the boss. The results attracted the attention of the leaders of the group company and investigated the problems. The survey results did not cause an earthquake in the workplace as he had imagined before, but only made the branch leaders more stressed. So, in the next few months, he felt that the department manager, the general manager of the branch and the personnel manager were all finding fault with themselves. This tense workplace relationship lasted for several months and finally broke down. Although this friend got compensation through labor arbitration, he also faced this problem in the new job interview: to tell the truth, the personnel manager will feel troublesome, but not telling the truth, and feel awkward. In addition, better companies will do background checks, because they have offended the original company leaders, and how to deal with the investigation is also a problem. This friend asked me: If this is a black spot in my life, how can I wash myself white?

On this issue, this friend has a hypothesis, that is, how to "wash white". Trapped in this assumption, it is impossible to make constructive and particularly satisfactory suggestions, because on the one hand, it is a fact, on the other hand, it seems to be contradictory.

I suggest a comprehensive reflection on this matter: find the advantages of this matter, such as responsibility, courage and courage to the enterprise; At the same time, find out the shortcomings in the incident, such as reflecting the problem to the higher authorities and hoping that the higher authorities will intervene.

This behavior itself does not conform to the rules of the workplace; Find something that can be done better, for example, reflecting problems is not giving up efforts; Recognize your boundaries and do different things in different positions.

In reflection, think inward, not all due to the inevitability of external factors. If you do all this, your heart will be calm, you will no longer be entangled, and you will naturally know how to tell the personnel manager about it. This friend's worry is right, but has it ever occurred to him that the HR manager thinks this may be a "trouble" from the perspective of the future, and this worry must be given to him by the customer. If the client is still worried about the previous events and does not reflect on them, normal people will think that he will do it again. The result of this is that there is no improvement and interpersonal relationship breaks down, which will be a source of trouble. The key to the solution is self-growth.

In addition, from a technical point of view, the recommended method can also be adopted. Since you have industry experience, you might as well try the recommendation of your former customers or friends from upstream and downstream enterprises, which is more reliable.

Therefore, the principle of explaining the reasons for resignation is: expressing sincerity and inner consistency. The high IQ and rich experience we face in job hunting far exceed our sometimes naive assumptions. So, don't be silly, interview yourself before the interview.

Chapter IV: Reasons for Resignation Frequently Asked Questions in Interview

First, it is better to have primary and secondary reasons. You can answer like this: "The main reason why I left is that my career development deviated from my expectations;" Secondly, it takes too much time to commute every day; Third, the three-year contract expires. "In this way, the interviewer feels that your thoughts are clear, your answers are logical, structured and independent. At the same time, you can judge what your real main career demands are and whether your new employer can meet them. This clear career appeal will add points to your interview.

Two or three matches. Describe the reasons for leaving your old employer and make three matches.

Match with career development. Just graduated from college, worked for two or three years, and is in the period of professional study. You can say, "I am still very young, and I want to find a more standardized and mature platform for me to learn and grow." At this age, it is inappropriate to say that I am well-educated and talented. I have too many ideas and talents to show. I want to find a boss who can recognize the goods, fully authorize them and adopt my suggestions. If you say so, the interviewer will generally think that you are too young to cause trouble. But if you are over 35 years old, the interviewer will not think you are modest, but will probably think you are not confident, or think you are too pretentious.

Match the professional identity. If you are a grass-roots employee, if the reason for leaving is that the boss is willful and has no stage to exert his energy, the interviewer will think that you are out of tune. If you are a middle-level manager, many reasons for leaving your job lie in your coordination ability, which is in line with your identity. If you are a professional manager at the top or decision-making level, the reason for leaving your job is that the boss has no authorization and can't let go of his hands and feet. But don't say it's because of economic pressure, low car matching level, inadequate expense reimbursement, obsession with insurance and housing provident fund, or reluctance to associate with these people because of the narrow gossip of bosses and colleagues. Exposing the low level of bosses and colleagues just shows that they are not high enough. You can talk at home, not to the interviewer.

Match with the characteristics of the industry. For example: hidden rules of the industry, I don't agree with them, and so on. It's time for this industry to decline. I hope to quit as soon as possible. I can tell you one, two and three, which shows that you are very forward-looking.

Personal suggestion: what do you want to know about the applicant by understanding the questions asked by the company? Among them, the reason for resigning is to understand: through this question, you can gain insight into a person's job-hunting motivation, value orientation, loyalty, mentality, personality, and some ability defects. A, it will affect the needs of employees and whether your company can meet them; B. Do employees have a clear goal plan for their future career? C. what is the stability of employees?

Personally, I think the interviewer has two purposes: one is to see your language expression ability; The second is to see if the same problem may make you leave your company, so as to see if you will stay in your company for a long time.

Interview guidance: how to talk about the reason for your leaving?

"Why did you resign?" This is the most frequently asked question in job interviews. Avoiding is not a good idea, but sometimes it is not necessarily a good thing to answer truthfully.

First of all, let's analyze the reasons why people in the workplace leave.

In reality, there are many reasons for job-hopping in the workplace, including 10 thousand people. Even if the same person leaves voluntarily, there may be more than one reason, or even a combination of 10 reasons. Otherwise, people will not jump ship, because jumping ship conflicts with people's lazy nature. The common reasons for leaving are as follows. Voluntary resignation

1. The conflict between life and work. First, personal health reasons affect work; Second, living habits conflict with the nature of work, such as staying up late, traveling, drinking, accompanying guests, etc. The third is the conflict between family life and work, such as: the spouse goes abroad, and some people in the family need to be accompanied by themselves.

2. Conflicts between individuals and enterprises. First, I really don't want to stand the conflict with my boss; Secondly, it is the conflict with colleagues, and this conflict can not be coordinated by oneself; Third, the conflict with corporate culture, I strongly disagree with corporate values, I can not change; Fourth, my career development has hit the ceiling. For example, I met a nationality ceiling in a foreign company and a key position controlled by family members in a private enterprise. No matter how well I do, I am also a deputy, and I can't get a comprehensive exercise. Fifth, the boss is about the same age as himself and has higher expectations for career development.

Passive resignation

1. objective factors of force majeure. First, the enterprise moved, and the work unit was too far away from home; Second, the department moved to other places; Third, the business owner ran away and the company was scattered; Fourth, the development of enterprises is stagnant or merged; Fifth, industrial decline.

2. I was eliminated. First, professional competence is incompetent and eliminated by the pressure of assessment or evaluation; Second, it violates the enterprise system or professional ethics; Third, he has serious moral problems and even illegal problems, which makes him notorious. There is no way to leave passively, and the initiative to find opportunities after leaving is even less. Generally speaking, there are new career opportunities when you leave your job voluntarily. In fact, job-hoppers are the intersection of disappointment and hope. Hope minus disappointment. If it is positive, people will choose to leave their old employers. Of course, many people in their 90s are now in naked resignation.

What does the interviewer want to test you with?

First, judge whether the reason for the candidate's resignation is true. First, at least 1/3 of the candidates' reasons for leaving are untrue. But lies also have judgment value, at least to judge that this person is dishonest. Second, judge whether the reasons told by the candidates are all true. In fact, many candidates have said the real reason for leaving their jobs, but there are other real reasons that have not been said. Third, even if the story tells the real reason, how real is it?

Secondly, make an in-depth and comprehensive judgment on the candidates. First, you can judge the values of candidates by describing the reasons for leaving. No matter whether the reason given by the candidate is true or not, at least he thinks it is high-sounding, especially the false reason can better express the candidate's deep-seated values, that is, he thinks that this is the only reason for his resignation. The second is to judge the way and style of the candidate to deal with contradictions by describing the cause and effect and process of resignation. The third is to judge the candidate's perspective and objectivity. The fourth is to judge whether the thinking mode of candidates is mainly positive thinking or negative thinking.

Tour guide. The fifth is to judge the logical thinking ability and habits of candidates. The sixth is to judge whether the candidate's career development plan is clear. Third, confirm. One is to verify whether many things mentioned above are true, and the other is to verify whether the candidates are organically connected with the career demands and career development plans to be discussed next. The third is to confirm with the information that the interviewer knows. The fourth is to pave the way for the professional background investigation when planning to hire.

Fourth, comprehensive assumptions and forecasts. One is to assume the conflict and complementarity between the applicant and the existing organization personnel after entering the organization, so as to judge whether to hire, how to position after employment, how to integrate and how to use it. The second is to predict the career development path of candidates after entering the organization, and the positive and negative effects that may be brought to the organization after entering the organization. The third is to judge when the candidate will leave after entering the organization, how to leave, and what trouble will it bring to the organization after leaving.

Seemingly simple question and answer, just a minute or two, as a qualified interviewer, his mind will spin quickly and make various value and risk assessments.