The workplace of adults is all rational with high emotional intelligence
The CEO of top executive search firm Heidrick & Struggles has a famous quote. There are essentially three questions in the interview:
· Can you do the job?
· Will you love the job?
· Can we tolerate working with you?
Why ask the reason for leaving?
Professional interviewers don't ask pointless questions. The interview is only an hour long, and you need to save the questions for the most important content.
That is to say, what the interviewer expects is that through our answers to the resignation questions, we can "obviously and elegantly" understand the three aspects of "can you do it", "love it" and "can you cooperate".
So why do most of the employees who leave the company fill in the column of reasons for leaving are personal reasons?
Everyone tacitly understands that most of the reasons for leaving for personal reasons are deceitful. You need me to lie to you, and I know you need me to lie to you, so you know that I lie to you, and I know you know that I lie to you.
These reasons for resignation are basically seen through but not explained.
- Reason for leaving: Personal development needs, want to go back to the hometown for development.
High Emotional Intelligence: It's not the company's reason, it's my own desire to return to my hometown for development.
Low EQ: After working in a broken company for so many years without raising your salary, you will be stuck if you stay any longer.
- Reason for leaving: The journey to work is too long, and I want to take care of my family more.
High Emotional Intelligence: It is inconvenient to commute to and from work, the distance is long, and it is too much to bear.
Low EQ: 996 every day, not considering the interests of employees at all, exhausted, and the salary is still low.
- Reason for leaving: to go back to postgraduate entrance examination, examination preparation, examination institution.
High emotional intelligence: I want to improve my professional ability and learning ability.
Low EQ: meeting every day, not doing practical things, leading xx, the company can't see hope.
- Reason for leaving: I feel unwell and want to go back to recuperate.
High emotional intelligence: Personal physical reasons, fear of affecting work efficiency and delaying work.
Low emotional intelligence: The quality of managers is low, wages are low, and the system is strict and not humane at all.
- Reasons for leaving: To solve personal problems, go back to get married or have a blind date.
High emotional intelligence: Solve personal emotional problems, fear of delaying work.
Low EQ: can't learn anything, the company platform is small.
All employees who leave the company write personal reasons, in order to meet with the company.
This also benefits from the breadth and depth of language and culture.
Even if you have an opinion about the company, it is impossible to say it directly. After all, you have to get the final salary after you leave the company.
No matter what you mention, the first thing that comes to the interviewer's mind is not to share the same hatred with you and diss your former club; it's to think:
Does my company have a similar problem? Are there any colleagues with similar personalities in this position?
The interviewer does not want the recruited person to leave soon because of dissatisfaction, so try to dig out all the dissatisfaction of the candidate in the previous company and compare the situation of your own company to make a reasonable recruitment choice.
Of course, for job seekers, more talk is lost.
If you complain too much about the company, it will also make the interviewer think about a new question:
In the end is this person not good, or his old club is not good.
Its #interviewer asked why you didn't do the last job#Really, the interview is a reciprocal trial, there is no need to deliberately flatter it, if it doesn't act like it, it will make people feel fake.
Knowing yourself and knowing your enemy can help you win a hundred battles.
Instead of thinking about what can and cannot be said, think about what the other person wants to know and what you want to convey, so that you can give an appropriate and sincere answer.
In short, on this issue, we must leave a good impression on HR.
In this way, the next interview will go smoothly, thereby increasing the success rate of the interview.