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How to answer the reasons for leaving

How to answer the reasons for leaving

On the recommendation of a friend, Mr. Yao interviewed several companies.

Without exception, recruiters have asked why they want to switch.

  At the beginning, Mr. Yao bluntly spoke, but failed to apply.

A friend inquired and told Mr. Yao that the other party thought he had a good business ability, but “disagree with his boss”, but rejected Mr. Yao with one vote-the relationship with the leaders is not good, so we will not deal with interpersonal relationships.

  As a result, Mr. Yao learned his lesson and changed the reason for his resignation to “income is too low.” However, the employers still dare not ask him.

A friend inquired and told Mr. Yao that the other party was afraid of him as a “transitional” unit. As soon as a better unit dug a wall, he might jump ship again.

  Mr. Yao suffers from a headache: “‘Why the job change’ is a difficult puzzle. How to answer it may be caught by the recruitment unit as a ‘little weak man’.

“Trying to downplay sensitive answers without leaving room for speculation for recruiters.

  Surveys have shown that the reasons for leaving at present during interviews include: poor interpersonal relationships, unsatisfactory income, poor relations with supervisors, and high work pressure.

  However, from the perspective of corporate recruiters, these reasons more or less include the job seeker’s own factors, which may affect the future performance of the job, such as interpersonal relationships with colleagues and customers, salary issues, can not afford competition and so on.

Therefore, such reasons are not recommended.

  Tips: Try to use reasons that have little to do with work ability and can be understood by people. For example, in accordance with career planning, going to work too far affects work, charging, taking vacations, getting sick, etc.

  Experts remind you: Avoid sensitive answers, which do not necessarily mean deception. If recruiters ask detailed questions, they should answer truthfully.

Otherwise, the integrity of job applicants may be greatly reduced, and success may be even smaller.