Job interview question

SusieBlue

Asking for a friend (honestly!!).

He is looking for another job because he has been told the company he is currently employed with will be restructured over the coming months and there will be redundancies, due to a downturn in business because of covid.

He has some interviews coming up, when they ask why he’s looking for a new job should he tell the truth and say the above or fudge it and go with the whole ‘time for a new opportunity and challenge’ line of answer.

At a previous interview the interviewer made a comment asking why he was leaving a full time, permanent position for a new one with a probation period etc and that a lot of people are staying put in their current jobs just for the security, given the times we’re in, and he didn’t really know how to address it.

Any advice welcome, thanks a mill

Ash.J.Williams

Money

jimmycrackcorm

Depending on how long he has been there, redundancy could be a very good option.

SusieBlue

He’s been there about 3.5 years but given the current jobs market he wants to start looking now, rather than wait until he’s actually made redundant to start searching.

He just doesn’t know whether he should communicate this to interviewers if they ask why he wants to leave his current role.

punisher5112

Looking to gain experience and improve on skills, joining new company would help achieve this goal.

TP_CM

Shouldn't he wait for a redundancy package?

I wouldn't mention anything about the redundancies. People need to be confident about themselves in job interviews. If they aren't confident that they're good enough to be kept during cuts, then how is a hiring company supposed to be confident in them?

There will be different opinions on this, but I think he should mention in any interview that he wasn't looking too far and wide for a job actually, it's just this particular opportunity came up and it looked super interesting so he just had to apply. He has heard about the company and has been keeping an eye on roles coming up for the past while (examples would be great). With regard to probation, again I would say that security isn't the only reason to stay in a job. It's important to be driven, to push yourself forward into new challenges to grow and become better. And anyways security can happen in more ways than simply being somewhere long enough. It can also come from being the most driven, most proactive, smartest and being the one who gets the best job done. It's better to be that person than the person who has just been there a good while.

punisher5112

Also be confident and say you feel you would be a great asset or great addition to the team you would be working with.... Something like that...

Mrs OBumble

TP_CM wrote: »

Shouldn't he wait for a redundancy package? .

3.5 years x 2 weeks/year is only 7 weeks. Hardly worth waiting for.

Don't mention the redundancy chance: saying something makes you look like the kind who blabs confidential stuff. And like someone who expects to be a loser in the competition to stay.

joeguevara

My advice would be to research the company and depending on the position, be able to discuss three interesting facts as a reason for choosing to want to work for them.

It’s actually a trick question that a lot of people trip up on. Most people give personal reasons or reasons about wanting to leave current position. But interviewers want tailored answers.

Also, make sure to tailor the specific job description to the answer. If I was interviewing and asked the question my attention would be grabbed by ‘x company has recently moved into y. My experience is z and I would want to demonstrate my skills by doing xxxx.’ rather than a bland answer, or self focus.

I’m always shocked when interviewing candidates how little research they do on the company they are interviewing for. Especially if they have been in the news recently, made acquisitions, hired key personnel, etc,

Also, if recent accounts are available, use (if appropriate) key financial indicators.

Dublinflyer

This is always a tough one especially as he is in limbo right now, he knows layoff are coming but nothing has been officially announced. I have heard of a lot of companies starting the rumours internally so people will leave, saving them on redundancy payments, but that's another conversation. I think he needs to be honest, tell them he is aware that the company will be downsizing very soon and he does not want to wait for it to happen so he is being proactive in looking for a new role. There is no reason to hide what is happening in his company, especially these days as every industry in the world has been hit be this. It's all about confidence in the answer and be prepared for the follow up about if he feels he is being slightly disloyal to his current employer by jumping ship early.

joeguevara

Dublinflyer wrote: »

This is always a tough one especially as he is in limbo right now, he knows layoff are coming but nothing has been officially announced. I have heard of a lot of companies starting the rumours internally so people will leave, saving them on redundancy payments, but that's another conversation. I think he needs to be honest, tell them he is aware that the company will be downsizing very soon and he does not want to wait for it to happen so he is being proactive in looking for a new role. There is no reason to hide what is happening in his company, especially these days as every industry in the world has been hit be this. It's all about confidence in the answer and be prepared for the follow up about if he feels he is being slightly disloyal to his current employer by jumping ship early.

Employee retention is a major operational risk for companies these days. If a potential employee gave me that answer I would be concerned of them jumping ship if I hired them at the first crisis. Also, I would be more interested in a potential employee who had proved themselves indispensable to the firm their in and are t worried of being let go.

Again, as I said before, every hiring firm wants candidates that want to work for them specifically rather than because of the situation that they found themselves in.

One last thing, if as you said so many people are being cut and changing roles, if they all took your advice, they would all give the same answer. A candidate should stand out. Talking about leaving before pushed, or job stability due to market or anything similar smacks of desperation.

Dublinflyer

You are right in saying that retention is an issue for companies and it always will be but that is a two way street. These are unusual times with people losing their jobs everywhere and it looks like this person has effectively been told they will be cut very soon. There is a difference between jumping ship in a crisis to actively losing your job and not being able to make your mortgage payments, there is nothing desperate about that to me.

This may sound a bit cynical but nobody is indispensable, that's just how the world works especially if you work for a big company. As for people given the same answer, I would much prefer the same honest answer from everyone than something that is clearly a stock response and any interviewer worth his or her salt can spot them. For me if i see someone trying to hide something like being part of a bigger lay off then I have to ask myself will they try hide something from me if I hire them.

At the end of the day we are all different in how we approach these things and there is no right or wrong answer. It's whatever works for the person hiring and the person interviewing. It's not a foolproof system as I know for sure I have made hiring mistakes in the past, anyone who says differently is a lier. You just need to learn from your mistakes and try not make them again.

joeguevara

Dublinflyer wrote: »

You are right in saying that retention is an issue for companies and it always will be but that is a two way street. These are unusual times with people losing their jobs everywhere and it looks like this person has effectively been told they will be cut very soon. There is a difference between jumping ship in a crisis to actively losing your job and not being able to make your mortgage payments, there is nothing desperate about that to me.

This may sound a bit cynical but nobody is indispensable, that's just how the world works especially if you work for a big company. As for people given the same answer, I would much prefer the same honest answer from everyone than something that is clearly a stock response and any interviewer worth his or her salt can spot them. For me if i see someone trying to hide something like being part of a bigger lay off then I have to ask myself will they try hide something from me if I hire them.

At the end of the day we are all different in how we approach these things and there is no right or wrong answer. It's whatever works for the person hiring and the person interviewing. It's not a foolproof system as I know for sure I have made hiring mistakes in the past, anyone who says differently is a lier. You just need to learn from your mistakes and try not make them again.

You are 100% correct. Each case is different and no formula.

But one thing that I always find is every interviewer wants their ego stroked. They like hearing how amazing their company is and why someone wants to work for them. To use a crass analogy, it’s similar to being on a date and asked why are you single. No one wants to hear about the ex. Much better to tell why they would like to start seeing the date.

PhoenixParker

I usually frame it as push and pull factors, focusing 80% on the pull.

Push - learnt all i can in the role, threat of redundancy.
Pull - learning, opportunity for growth, interesting work, heard youve a great team, etc.

bucketybuck

joeguevara wrote: »

But one thing that I always find is every interviewer wants their ego stroked. They like hearing how amazing their company is and why someone wants to work for them.

I'm not so sure about that. Finding good staff is a pain in the hole, when I am interviewing my concern is getting somebody who is a good fit and that I won't have to replace again in a few months, so I am far more interested in their strengths and weaknesses than I am about getting buttered up or hearing how great we are. I already know my company, don't particularly need to be told what it is or isn't, spoofing like that is likely to just make me roll my eyes.

As to the OP I think it is all about how they present it. If a candidate told me today that they were looking elsewhere because they knew serious cuts were coming I don't think I would consider that a negative. It is 2020 and I know full well that good staff as well as bad are going to get affected by cuts, at least they are out there doing something about it instead of sitting on their arse, bitter and complaining.

Remember that often the worst staff don't realise they are the worst, they either think they are great and so don't see the hammer coming, or they are entitled arseholes and never go of their own violation. A guy who is pro-active and honest about what is happening, that is a good sign not a bad.

But it is how he does it. Touch on it, give the reason and move on, don't dwell on any of the messy details.

ELM327

I wouldnt mention it.
I would use the new challenge piece and make sure you had a lot of completed projects to speak to how you felt you added value to your existing role but had no further challenges.

kathleen37

bucketybuck wrote: »

I'm not so sure about that. Finding good staff is a pain in the hole, when I am interviewing my concern is getting somebody who is a good fit and that I won't have to replace again in a few months, so I am far more interested in their strengths and weaknesses than I am about getting buttered up or hearing how great we are. I already know my company, don't particularly need to be told what it is or isn't, spoofing like that is likely to just make me roll my eyes.

As to the OP I think it is all about how they present it. If a candidate told me today that they were looking elsewhere because they knew serious cuts were coming I don't think I would consider that a negative. It is 2020 and I know full well that good staff as well as bad are going to get affected by cuts, at least they are out there doing something about it instead of sitting on their arse, bitter and complaining.

Remember that often the worst staff don't realise they are the worst, they either think they are great and so don't see the hammer coming, or they are entitled arseholes and never go of their own violation. A guy who is pro-active and honest about what is happening, that is a good sign not a bad.

But it is how he does it. Touch on it, give the reason and move on, don't dwell on any of the messy details.

All of this.

Jim2007

SusieBlue wrote: »

He has some interviews coming up, when they ask why he’s looking for a new job should he tell the truth and say the above or fudge it and go with the whole ‘time for a new opportunity and challenge’ line of answer.

No because it just gossip and speaking it like that could have legal consequences.

OMM 0000

SusieBlue wrote: »

He is looking for another job because he has been told the company he is currently employed with will be restructured over the coming months and there will be redundancies, due to a downturn in business because of covid.

Although I think this is an absolutely valid reason and I would have no issue with anyone who told me that, it does put you in a weaker position as you need a job and time is running out. It also suggests you maybe don't really want this job but have no choice 'cause you're about to lose your job.

So if it were me I'd find a reason to say both the job spec and company and product appealed to me, so I applied. Something along those lines.

joeguevara

Honestly the way I’d approach this is when they ask about skills. Simply reply you are not just good at Microsoft office, you excel at it.

If they ask what is your biggest weakness...say honesty. More often then not, they will reply ‘honesty is not really a weakness’. Instantly say, ‘I don’t give a fcuck what you think’.

Alternatively if they say ‘what’s your biggest strength’ say ‘ I fall in love easy. Usually they will follow up with ‘what’s your biggest weakness. Hit them with ‘ those beautiful blue eyes’.

Or my favourite. Immediately at arriving pour yourself a glass of water but make sure it overflows. Confidently say ‘ as you can see, I always give 110%’.

It is highly unlikely that the reason for leaving will come up.

GT89

People will say be yourself in job interviews this is nonsense. If I acted in a job interview like I do in my private life I would never have a job.