Hi Seniors
Excellent Discussions !! Im getting the responses I was looking for. Both sides of the arguement are presented.
1) HRs / Interviewer may / should hear out the candidates and judge on the practicality and truthfulness of candidate's feedback on previous employment.
2) Standard Practise says one shall never ever speak negative about previous employment in the interviews.
My query revolve around genuine candidates, and not who whines, cribs, job hopps at drop of a hat reasons.
I feel that this question is an important part of the interview, which helps the HRs / Interviewer assess the intention of a candidate to change jobs. If a candidate expresses unpleasant experience with previous employer, as HR we may listen to him with neutral approach and ascertain the mental strength and adaptability of this candidate.
In reality, we all hide behind this curtains of standard diplomacy.
I thank Madhuri, Anil, Avinash, Khadir, Pon, Aussiejohn for thier opinions to this discussion.
From Kuwait, Salmiya
27Excellent Discussions !! Im getting the responses I was looking for. Both sides of the arguement are presented.
1) HRs / Interviewer may / should hear out the candidates and judge on the practicality and truthfulness of candidate's feedback on previous employment.
2) Standard Practise says one shall never ever speak negative about previous employment in the interviews.
My query revolve around genuine candidates, and not who whines, cribs, job hopps at drop of a hat reasons.
I feel that this question is an important part of the interview, which helps the HRs / Interviewer assess the intention of a candidate to change jobs. If a candidate expresses unpleasant experience with previous employer, as HR we may listen to him with neutral approach and ascertain the mental strength and adaptability of this candidate.
In reality, we all hide behind this curtains of standard diplomacy.
I thank Madhuri, Anil, Avinash, Khadir, Pon, Aussiejohn for thier opinions to this discussion.
From Kuwait, Salmiya
Hi Seniors
If I can generalise certain negative feedbacks which may exist but we dont hear them due to standard diplomacy in the interviews:
-Office Politics / Dictatorship
-Racism / Discrimination
-Unethical Business Practices
-Restrictive Practices
-Lack of Professional Freedom
-Polluted Office Culture
More reasons can be presented on board for discussion.
My next query is; Can we shun any response which deems to be negative about previous employer irrespective of its merit ??
(or)
To what extent / under what circumstances / under what limit of reason this feedbacks can be heard for considering a genuine candidates from a whiner / cribing / weak candidates ??
As Pon Suggested that, its a standard question asked in the interview, where HRs know the real reason is the "Money" to switch jobs !! Which in majority of cases is true, but there are certain cases which may be otherwise. Some high paid professionals at mid career or management levels may not switch due to "better prospects" but more diverse reasons !!
From Kuwait, Salmiya
If I can generalise certain negative feedbacks which may exist but we dont hear them due to standard diplomacy in the interviews:
-Office Politics / Dictatorship
-Racism / Discrimination
-Unethical Business Practices
-Restrictive Practices
-Lack of Professional Freedom
-Polluted Office Culture
More reasons can be presented on board for discussion.
My next query is; Can we shun any response which deems to be negative about previous employer irrespective of its merit ??
(or)
To what extent / under what circumstances / under what limit of reason this feedbacks can be heard for considering a genuine candidates from a whiner / cribing / weak candidates ??
As Pon Suggested that, its a standard question asked in the interview, where HRs know the real reason is the "Money" to switch jobs !! Which in majority of cases is true, but there are certain cases which may be otherwise. Some high paid professionals at mid career or management levels may not switch due to "better prospects" but more diverse reasons !!
From Kuwait, Salmiya
Hussain,
I am not sure I understand where you are coming from here.
In regard to "negative feedback" of any sort, my advice is to stay right away from it. Don't ask such questions and don't invite that sort of comment from candidates. Focus on the job at hand.
When you are interviewing a candidate for a post, you are only concerned with 4 things:
1. Can he/she do the job?
2. Does he/she have the skills, experience, and relevant qualifications?
3. Will the candidate fit into the culture of the company?
4. Veracity of the candidates referees.
NOTHING ELSE IS RELEVANT.
If I am interviewing you for a job, I don't care why you left your last job. It is not relevant to me. I want to know that you will be able to do the job I am interviewing you for, and that you can become a valuable, trustworthy and worthwhile employee.
Don't make the process of employing staff any harder than it needs to be. Remember the KISS principles.
From Australia, Melbourne
I am not sure I understand where you are coming from here.
In regard to "negative feedback" of any sort, my advice is to stay right away from it. Don't ask such questions and don't invite that sort of comment from candidates. Focus on the job at hand.
When you are interviewing a candidate for a post, you are only concerned with 4 things:
1. Can he/she do the job?
2. Does he/she have the skills, experience, and relevant qualifications?
3. Will the candidate fit into the culture of the company?
4. Veracity of the candidates referees.
NOTHING ELSE IS RELEVANT.
If I am interviewing you for a job, I don't care why you left your last job. It is not relevant to me. I want to know that you will be able to do the job I am interviewing you for, and that you can become a valuable, trustworthy and worthwhile employee.
Don't make the process of employing staff any harder than it needs to be. Remember the KISS principles.
From Australia, Melbourne
Dear All
Politics may also be a common reason for switching jobs. so can this reason be stated in the interview or will that have a negative impact on the minds of the recruiter? there are also cases when an employee may change jobs bcoz he/she was at the receiving end of the politics which hampers his/her reputation in the present co... so wat shud the employee do in such cases where he/she has fallen prey to politics with no mistake of his/her own??
From India, Mumbai
Politics may also be a common reason for switching jobs. so can this reason be stated in the interview or will that have a negative impact on the minds of the recruiter? there are also cases when an employee may change jobs bcoz he/she was at the receiving end of the politics which hampers his/her reputation in the present co... so wat shud the employee do in such cases where he/she has fallen prey to politics with no mistake of his/her own??
From India, Mumbai
Arpita, It does not matter what the reason is for switching jobs. It is best to keep quiet and say nothing. Focus on the positive messages you want to get across to the interviewer, nothing else.
From Australia, Melbourne
From Australia, Melbourne
Dear Mr. John
I really appreciate your statement "If I am interviewing you for a job, I don't care why you left your last job. It is not relevant to me", if this is the scenario then, i would be glad if HR or any RECRUITER can stop asking STUPID QUESTIONS which is sheer WASTE OF TIME. I am sure, they themselves doesn't have appropriate answers to such questions.
Even i had recruited many professionals but, never was interested to know about their ex-employer because, i was only interested in the applicant and his skills/talents/competencies/abilities/capabilities and lot more that would help us both to conclude productively, while keeping our EGO at bay.
With profound regards
From India, Chennai
I really appreciate your statement "If I am interviewing you for a job, I don't care why you left your last job. It is not relevant to me", if this is the scenario then, i would be glad if HR or any RECRUITER can stop asking STUPID QUESTIONS which is sheer WASTE OF TIME. I am sure, they themselves doesn't have appropriate answers to such questions.
Even i had recruited many professionals but, never was interested to know about their ex-employer because, i was only interested in the applicant and his skills/talents/competencies/abilities/capabilities and lot more that would help us both to conclude productively, while keeping our EGO at bay.
With profound regards
From India, Chennai
Hi John
I agree with your point of view, I understand the nature of my query is so negative and pessimist. I hope I m not spoiling HR reader's mood with this questions !!
I also understand that as HRs / Recruiters we shall pay attention on the needs for skills and qualfiication of the candidates rathen than dwelve deeper into this side of arguements.
Out of my little experience, I have realized that accepting the diplomatic answers from the candidates doesnt help recruit the best talent, this is from the HR perspective !!
Niether I intended to glorify this tricky question in the interview to be deciding factor for selection.
The reason I came up with this query is because of frank negative feedback I get to hear from candidates in this region (Middle east). Arabs are vocal about thier experience with previous employer and are frank about reasons for job change.
As per my Indian HR learning, I applied my rules of diplomacy for selection criteria !! but than I would end up loosing lot of candidates with required skills and qualifications morever I need to meet my targets !!
Your suggestion holds true and logical !! but at same time.. as HR im in a situation that knowing both sides of the arguement I need to check the select box !!
From Kuwait, Salmiya
I agree with your point of view, I understand the nature of my query is so negative and pessimist. I hope I m not spoiling HR reader's mood with this questions !!
I also understand that as HRs / Recruiters we shall pay attention on the needs for skills and qualfiication of the candidates rathen than dwelve deeper into this side of arguements.
Out of my little experience, I have realized that accepting the diplomatic answers from the candidates doesnt help recruit the best talent, this is from the HR perspective !!
Niether I intended to glorify this tricky question in the interview to be deciding factor for selection.
The reason I came up with this query is because of frank negative feedback I get to hear from candidates in this region (Middle east). Arabs are vocal about thier experience with previous employer and are frank about reasons for job change.
As per my Indian HR learning, I applied my rules of diplomacy for selection criteria !! but than I would end up loosing lot of candidates with required skills and qualifications morever I need to meet my targets !!
Your suggestion holds true and logical !! but at same time.. as HR im in a situation that knowing both sides of the arguement I need to check the select box !!
From Kuwait, Salmiya
Dear Mr. Hussain,
You have got the right summary.
Regarding your next query, I would suggest if you can succeed in helping an INTERVIEWEE to "FORGET HIS PAST"(may be it is BITTER EXPERIENCE), and to FOCUS on his POSITIVE ASPECTS OF LIFE associating with PRESENT & FUTURE, just take it for granted, YOU HAD DONE A GREAT JOB. Ofcourse, we should understand/interpret INTERVIEWEE's GENUINE EMOTIONAL FEELINGS.
Irrespective of the INTERVIEWEE's status(HIGHLY SKILLED/TALENTED/QUALIFIED), its of NO-WORTH in having discussions about EX-EMPLOYER because PAST IS ALWAYS PAST. Lets be straight forward and focus on BUSINESS OBJECTIVES while recruiting candidates and NOTHING ELSE.
With profound regards
From India, Chennai
You have got the right summary.
Regarding your next query, I would suggest if you can succeed in helping an INTERVIEWEE to "FORGET HIS PAST"(may be it is BITTER EXPERIENCE), and to FOCUS on his POSITIVE ASPECTS OF LIFE associating with PRESENT & FUTURE, just take it for granted, YOU HAD DONE A GREAT JOB. Ofcourse, we should understand/interpret INTERVIEWEE's GENUINE EMOTIONAL FEELINGS.
Irrespective of the INTERVIEWEE's status(HIGHLY SKILLED/TALENTED/QUALIFIED), its of NO-WORTH in having discussions about EX-EMPLOYER because PAST IS ALWAYS PAST. Lets be straight forward and focus on BUSINESS OBJECTIVES while recruiting candidates and NOTHING ELSE.
With profound regards
From India, Chennai
Hi Hussain,
According to my understanding its no use of saying negative about your previous organisation because you have already left the arena of your dissatisfaction.
But yes truth is always welcome by the employers if it relates with something positive in you to make things more ease and less tacit at your place which gives a good sign to your attitude and behaviour.
Regards,
Shalini
From India, Bangalore
According to my understanding its no use of saying negative about your previous organisation because you have already left the arena of your dissatisfaction.
But yes truth is always welcome by the employers if it relates with something positive in you to make things more ease and less tacit at your place which gives a good sign to your attitude and behaviour.
Regards,
Shalini
From India, Bangalore
its not the matter of nagitive or positive its the matter of genunity:-)
every person has his own reasons .. HR should always empathic and people concern.
its not the matter that one person is speaking all the positive about his previous employment / organisation .. he is positive ..if he has a solid reasons and if you personally convinced you can accept it . plz come out of that traditional approach of HR ...
namaste / gurubhyonamaha
much regards,
nagarjuna kandimalla:-)
From India, Hyderabad
every person has his own reasons .. HR should always empathic and people concern.
its not the matter that one person is speaking all the positive about his previous employment / organisation .. he is positive ..if he has a solid reasons and if you personally convinced you can accept it . plz come out of that traditional approach of HR ...
namaste / gurubhyonamaha
much regards,
nagarjuna kandimalla:-)
From India, Hyderabad
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