Interview Key Points Decryption, How To Answer The Reasons For Leaving Office Skills

< p > in reality, there are ten thousand reasons why job hopping is leaving the old club. There are ten thousand reasons for it.

Even if the same person, if it is to take the initiative to leave, the reason is likely to be more than one, or even more than 10 reasons for the combination.

Otherwise, people will not change jobs, because job hopping conflicts with the lazy nature of human beings.

The reasons for workplace turnover are generally as follows.

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< p > active resignation < /p >

< p > 1. conflict between life and work.

First, personal health causes work; two, the conflict between my living habits and work nature, such as: staying up late, traveling, drinking, accompanying guests, etc. three, family life and work conflict, for example, spouses going abroad, some people at home need to accompany themselves.

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< p > 2. conflicts between individuals and enterprises.

First, conflicts between superiors and themselves are really unbearable; secondly, conflicts with colleagues, and this conflict can not be reconcilable; third, in conflict with corporate culture, they strongly disagree with the values of enterprises and can not be changed; fourth, their career development meets with ceilings, such as: encountering nationality ceilings in foreign enterprises, private enterprises will encounter key positions being held by family members, and they can do well in their jobs, and they can not get comprehensive exercise.

Fifth, the boss is almost the same age as himself, and he has higher expectations for career development.

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< p > passive leaving < /p >.

< p > 1. can not resist objective factors.

First, the enterprise moved, the work unit was too far away from home; two, the Department moved to the field; three, the boss went off the road and the enterprise was dispersed; four, the development of the enterprise was stagnant or acquired; five, the industry was declining.

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< p > 2., oneself was eliminated.

First, they are not competent for their professional ability, and are eliminated by the pressure of assessment or examination; two, they violate the enterprise system or professional ethics; three, they have serious moral problems or even illegal problems, and have made a notorious reputation.

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There is no way to leave passively. There is little initiative to look for opportunities after leaving P.

Taking the initiative to leave, there are generally new career opportunities. In fact, those who take the initiative to job hopping are the intersection of disappointment and hope.

Hoping to subtract disappointment, if it is positive, people will choose to leave their old club.

Of course, many of the 90 around now are bare words.

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< p > What does the interviewer want to test you? < /p >

< p > first, judge whether the candidate's reason for leaving is true.

First, at least 1/3 candidates tell about the reasons for leaving.

But falsehood is also worth judging, at least judging the person from being frank.

Second, determine whether the reasons for the candidacy are all true.

In fact, many candidates have talked about the real reasons for leaving, but there are other real reasons.

Third, even if the reasons for the truth are told, how much truth is this?

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< p > followed by a deep and omni-directional judgement of candidates.

The first is to describe the reasons for leaving the candidate, which can judge the candidate's values.

No matter whether the reasons for the candidates are true, at least they think they are sounding, especially in terms of false reasons, which can better express the deep values of candidates, that is, only this reason is the most decent reason for leaving.

The two is to judge the way and style of dealing with contradictions by candidates.

The three is to judge the candidate's perspective and objective degree.

The four is to judge the candidate's mode of thinking, whether positive thinking is dominant or negative thinking is dominant.

The five is to judge candidates' logical thinking ability and habits.

The six is to judge whether the candidate's < a href= "http://www.91se91.com/pioneer/" > career development plan < /a > is clear.

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< p > Third, confirm.

First, it is to confirm whether the many things mentioned before are true. The two is to confirm whether the candidates' career demands and career development plans are organically connected.

The three is to confirm each other with the information known to the interviewer.

The four is laying the groundwork for the employment background survey.

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< p > Fourth, comprehensive hypothesis and prediction.

The first is to suppose that the candidates are in conflict and complementarity with the existing staff after entering the organization, so as to decide whether to hire or employ, how to integrate and how to use them.

The two 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 three is to judge what time the candidates will leave when they enter the organization and what kind of trouble they will leave to the organization when they leave.

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< p > how should a candidate answer? < /p >

< p > < strong > 1, positive answer.

< /strong > the candidate should answer directly to this question. Don't avoid or avoid it.

Because avoidance will make the a href= "http://www.91se91.com/news/index_cj.asp" > the interviewer < /a > think you have the negative reasons why it is hard to say.

If you answer around, the interviewer will think you are not straightforward, and make a judgement against your character and style.

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< p > < strong > two, the answer must be true < /strong >.

First, there is no ambiguity in this matter, because only the real is logical.

Your answer can be either true or false, but it must be true.

Second, if it is not true, the interviewer may tell you from the known facts that you are lying.

Third, as long as it is real, you will feel calm.

Fourth, you can discover the truth.

These truths are real, but they do not sum up themselves.

Only by being real can we stand the background investigation.

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< p > < strong > three, and there should be no more than three reasons.

There are too many reasons for /strong to leave the old club.

I once saw a boss who was good at finding problems and summarizing problems. He listed 20 reasons for leaving his old club.

But the time limit of the interviewer is limited, and the normal preset time for this problem is usually within one or two minutes.

Therefore, the best reason to leave the old club is not more than three.

More often than not, one takes a long time. Two, it is easy to cause conflicts among different reasons, or the reasons are mutual inclusion, giving people the impression of confusion.

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< p > < strong > four, the best reason is primary and secondary.

< /strong > you can answer this: "the main reason for my leaving is that career development has deviated from my expectation. Secondly, it's too far away from work every day, and it takes too much time. Third, just three years' contract expires."

The answer is the main one, so that the interviewer feels that your mind is clear and the answer is logical, structured, and independent. At the same time, you can judge what your main professional aspirations are and whether your new employer can meet them.

This clear career appeal is a plus for your interview.

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< p > < strong > five, hoping to combine with disappointment.

/strong normal job hopping is the intersection of disappointment and hope.

The old club can't satisfy you, so disappointed, the new owners who want to leave or are ready to leave are usually just to make up for your disappointment and give hope.

Therefore, when you sit in front of the interview, you'd better do some homework ahead of time, understand the candidates, and make sure that they can make up for your disappointment and satisfy your expectations.

So when the interviewer asks you why you leave your old club, you can tell and express disappointment and hope.

For example, you know that the applicant is in a period of rapid development, and has a clear and clear development strategy, and the industry is a sunrise industry. You can honestly say: "the main reason why I left my old club is that the industry is in a mature stage, many enterprises are in pition, and the boss wants to turn around, but there is no clear direction to change, just to maintain.

So I have no important and challenging work to do. I just want to find a company like sunrise in which your company has a clear development direction, and is also in the stage of vigorous development. I can have a lot of things to do here, so we have the honor to meet today.

This not only tells the true reasons for leaving the old club, but also expresses her desire to find a new platform, which is presented to the interviewer by looking for the high-level a href= "http://sjfzxm.com/DESIGN/designer/index.asp" and "career demand /a", while praising the interviewer and expressing her willingness to join.

If the interviewer is the boss, he will very much like to hear such a statement.

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< p > < strong > six, three match.

< /strong > to describe three reasons for leaving the old club.

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< p > match with career development.

After graduating from college for two or three years, I am in the professional period of study. You can say: "I am very young and want to find a more standardized and mature platform for me to learn and grow."

At this age, it is not suitable for me to say that I am rich in five kinds of cars, capable of being able to compete, and have too many ideas and talents to perform. I am looking for a boss who can understand goods, fully authorize and adopt my suggestion.

If you say so, the interviewer will usually think you are too tender and trouble.

However, if you are over 35 years old, the interviewer will not think you are modest. Instead, you may think you are not confident or think you are too artificial.

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< p > match professional identity.

If it is a grass-roots employee, if the reason for leaving is that the boss is self opinionated and he has no energy stage, the interviewer will think you are not.

If it is a middle-level manager, many reasons for leaving are in coordination, which is in line with their status.

If you are a senior executive or a decision maker, the reason for leaving is the fact that the boss does not authorize, meddle around, or let go.

But do not say that the economic pressure is relatively large, the car matching level is low, the cost is not enough to reimburse, what insurance, housing accumulation funds are entangled, or because the boss and colleagues are very narrow minded gossip, do not want to associate with these people.

Exposing your boss and colleagues to a low level means that they are not enough.

You can say it to the interviewer.

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< p > match with industry characteristics.

For example, the hidden rules in the industry do not agree with you. The industry should be in recession. We hope to quit as early as possible, and we can say 123 or so to show that you are forward-looking.

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< p > strong > seven, controlling emotions and positive thinking.

< /strong > a lot of people describe the reason why they left their old employers. Suddenly, a lot of negative emotions started to erupt, especially before and after leaving the office. They shook off the old family's business and made their old friends flat and scolded.

This emotional description is not good for your application.

Before seeing the interviewer, one should consider a rational objective reason without emotion.

Two is to control their emotions on the spot.

If you feel that you are still in anger and can not control your emotions, don't meet the trial officer first.

Then we can think about the problem positively, treat the problem positively, and analyze the problem objectively and rationally. We can talk about some conflicts, but after speaking, we should make up for a pposition thinking.

Some managers like to talk about bosses, but this is the long habit of frugality in their bosses.

This is the life habit of the boss, and the two is the attitude of the boss's life. Therefore, he can not get the conclusion of "picking on himself, let alone others."

Real successful big bosses are thrifty, especially for themselves, because they are almost parsimonious because their attitude towards life and their life philosophy have surpassed the level of material needs. Their living values are creating wealth for the society.

Perhaps it is the frugality of the boss that has created a great enterprise.

Otherwise, the enterprise will collapse sooner or later.

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< p > > strong > eight, how to handle the disgraceful reasons for leaving? < /strong > because of circumstances, if there is no intention at all, there is no need to be frank.

We must remember to tell the truth, but not necessarily the whole truth.

If both sides are willing to be strong, they should be open and honest, especially when they face the boss.

For instance, the objective reasons for elimination should be stated in the examination and elimination. It is really not suitable for the job, so that it will be beneficial for you to save the job and arrange the same work for you based on past experience.

For example, professional ethics, social ethics, illegal sentencing and so on, honesty is also an attitude, sometimes it is a good thing, some people like to be frank.

If you are not honest, once you have been accepted, you will be passive if you find it out or be exposed by the conflict of interest.

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