A major premise that many friends easily overlook during interviews:

The status of the interviewer and the job applicant are equal. Interviewers are not superior to job applicants.

When we answer interview questions, we should not only think about "how to answer to satisfy the interviewer", but also think about "the bad job that made me leave my last job, will the next job have the same pitfalls" ”

You obviously resigned from your previous company because of 996 work until you got sick. You didn’t mention it during the interview, but the boss of your new employer said, “Why do you go home from get off work at 10 pm? If you don’t work until early in the morning, you won’t be qualified.” ”.

You just stepped out of the tiger's mouth and into the wolf's den again.

Many friends give up their own ideas, opinions and personality during the interview, copy the interview experience, and blindly cater to the employer, because they believe that the task in the interview is to "answer correctly" every question to ensure they get an offer. .

As everyone knows, the purpose of the interview should not be for the offer. Simply pleasing the interviewer is not the attitude that should be held during the interview.

Asking about the reason for leaving your job is almost a must-have question in an interview. If you want to answer this question well, you need to understand the reason behind the interviewer's question.

Why do you need to ask about the reason for leaving your job?

Professional interviewers will not ask meaningless questions. The interview lasts only an hour, so you need to keep your questions to the most important content.

The CEO of top headhunting firm Heidrick & Struggles has a famous saying. There are essentially only three questions in the interview:

· Can you do the job? Can you do this job?

· Will you love the job? Do you love this job?

· Can we tolerate working with you? Can we tolerate working with you?

As for the reason for leaving the company, you can examine the answers to the last two questions at the same time.

Can you do the job? Can you do the job?

Let’s talk about the first question first, which can be investigated theoretically.

If the candidate was dismissed due to lack of ability, the answer to the first question is there.

However, we have to face reality. So far, I have never seen a candidate answer "I had to leave because of my limited ability" when asked about the reason for leaving.

Do you love the job? Do you love this job?

More often, candidates will change to a more decent statement: I was doing XXX work in the original company, and I prefer XXX work content.

Or the working style is unacceptable: the original company implemented a 996 work system and was not suitable for this working style.

Or the career plan is not in line with it: I have good performance and expect to be promoted, but the original company does not get the opportunity.

Based on your answer, the interviewer will think:

· Will this candidate like the position I offer?

·Does the candidate accept the job content?

· How our company works, is the candidate OK?

· Can our company provide promotion opportunities to candidates?

If the interviewer finds that they can attract you to join at a certain point, he may specifically mention it, for example: Our company does not require 996, and there may be occasional temporary overtime, but most of the time These are normal working hours and no clocking in is required. Don't worry.

If he finds that his company cannot meet your needs, he may screen you out.

Being screened out is not a bad thing. It is much better than finding out that you have been cheated and scolded after you join the company and then continue to submit your resume and change jobs. It's a good thing for both parties.

Can we tolerate working with you? Can we tolerate working with you?

If the candidate mentions interpersonal relationships when introducing the reasons for leaving, the interviewer will also pay close attention to it.

· The leadership style is relatively strong;

· The leader is unwilling to delegate authority and personally handles every detail;

· Team members are generally older and lack experience *Same language;

·…

No matter what you mentioned, the first thing the interviewer thinks of is not sharing the same hatred with you and dissing your former employer; but thinking: < /p>

Does my company have similar problems? Are there any colleagues you face in this position who have similar personalities?

The interviewer does not want the person being recruited to leave soon because of dissatisfaction, so he should try his best to explore all the dissatisfaction he had in the previous company and compare it with his own company's situation to make a reasonable recruitment choice.

Of course, for job seekers, too much words lead to mistakes.

If you complain too much about the company, it will also make the interviewer think about a new question:

Is it this person who is not good enough, or his old employer?