Hi Seniors,
Excellent discussions! I'm getting the responses I was looking for. Both sides of the argument are presented.
1) HRs/Interviewers may/should hear out the candidates and judge the practicality and truthfulness of the candidate's feedback on previous employment.
2) Standard practice says one should never speak negatively about previous employment in interviews.
My query revolves around genuine candidates, not those who whine, complain, or change jobs for trivial reasons.
I feel that this question is an important part of the interview process. It helps HRs/Interviewers assess the candidate's intentions regarding changing jobs. If a candidate expresses an unpleasant experience with a previous employer, as HR professionals, we should listen to them with a neutral approach to determine the candidate's mental strength and adaptability.
In reality, we often hide behind the curtain of standard diplomacy.
I thank Madhuri, Anil, Avinash, Khadir, Pon, and Aussiejohn for their opinions on this discussion.
From Kuwait, Salmiya
Acknowledge(0)
Amend(0)
30Excellent discussions! I'm getting the responses I was looking for. Both sides of the argument are presented.
1) HRs/Interviewers may/should hear out the candidates and judge the practicality and truthfulness of the candidate's feedback on previous employment.
2) Standard practice says one should never speak negatively about previous employment in interviews.
My query revolves around genuine candidates, not those who whine, complain, or change jobs for trivial reasons.
I feel that this question is an important part of the interview process. It helps HRs/Interviewers assess the candidate's intentions regarding changing jobs. If a candidate expresses an unpleasant experience with a previous employer, as HR professionals, we should listen to them with a neutral approach to determine the candidate's mental strength and adaptability.
In reality, we often hide behind the curtain of standard diplomacy.
I thank Madhuri, Anil, Avinash, Khadir, Pon, and Aussiejohn for their opinions on this discussion.
From Kuwait, Salmiya
Acknowledge(0)Amend(0)
Hi Seniors,
If I can generalize certain negative feedback that may exist but we don't 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 for discussion.
My next query is: Can we shun any response that deems to be negative about a previous employer regardless of its merit?
(or)
To what extent, under what circumstances, or within what limit of reason can these feedbacks be heard when considering genuine candidates from someone who may appear to be a whiner, cribbing, or weak candidate?
As Pon suggested, it's a standard question asked in the interview, where HRs know the real reason is the "Money" to switch jobs!! This is true in the majority of cases, but there are certain cases that may be different. Some high-paid professionals at mid-career or management levels may not switch due to "better prospects" but for more diverse reasons!
---
I have corrected the spelling, grammar, and punctuation errors in your text while maintaining the original meaning and tone. I have also adjusted the paragraph formatting for better readability. Let me know if you need further assistance.
From Kuwait, Salmiya
Acknowledge(0)Amend(0)
If I can generalize certain negative feedback that may exist but we don't 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 for discussion.
My next query is: Can we shun any response that deems to be negative about a previous employer regardless of its merit?
(or)
To what extent, under what circumstances, or within what limit of reason can these feedbacks be heard when considering genuine candidates from someone who may appear to be a whiner, cribbing, or weak candidate?
As Pon suggested, it's a standard question asked in the interview, where HRs know the real reason is the "Money" to switch jobs!! This is true in the majority of cases, but there are certain cases that may be different. Some high-paid professionals at mid-career or management levels may not switch due to "better prospects" but for more diverse reasons!
---
I have corrected the spelling, grammar, and punctuation errors in your text while maintaining the original meaning and tone. I have also adjusted the paragraph formatting for better readability. Let me know if you need further assistance.
From Kuwait, Salmiya
Acknowledge(0)Amend(0)
Hi 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 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 candidate's 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
Acknowledge(0)Amend(0)
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 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 candidate's 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
Acknowledge(0)Amend(0)
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 because he/she was at the receiving end of the politics which hampers his/her reputation in the present company. So, what should the employee do in such cases where he/she has fallen prey to politics with no mistake of his/her own?
Thank you.
From India, Mumbai
Acknowledge(0)Amend(0)
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 because he/she was at the receiving end of the politics which hampers his/her reputation in the present company. So, what should the employee do in such cases where he/she has fallen prey to politics with no mistake of his/her own?
Thank you.
From India, Mumbai
Acknowledge(0)Amend(0)
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
Acknowledge(0)Amend(0)
From Australia, Melbourne
Acknowledge(0)Amend(0)
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 are a sheer WASTE OF TIME. I am sure they themselves don't have appropriate answers to such questions. Even I have recruited many professionals but never was interested in knowing about their ex-employer because I was only interested in the applicant and his skills, talents, competencies, abilities, and capabilities that would help us both to conclude productively while keeping our EGO at bay.
With profound regards,
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 candidate's 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 India, Chennai
Acknowledge(0)Amend(0)
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 are a sheer WASTE OF TIME. I am sure they themselves don't have appropriate answers to such questions. Even I have recruited many professionals but never was interested in knowing about their ex-employer because I was only interested in the applicant and his skills, talents, competencies, abilities, and capabilities that would help us both to conclude productively while keeping our EGO at bay.
With profound regards,
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 candidate's 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 India, Chennai
Acknowledge(0)Amend(0)
Hi John,
I agree with your point of view. I understand the nature of my query is somewhat negative and pessimistic. I hope I'm not spoiling HR readers' mood with these questions!
I also understand that as HRs/Recruiters, we should pay attention to the needs for skills and qualifications of the candidates rather than delve deeper into this side of arguments.
From my limited experience, I have realized that accepting diplomatic answers from candidates doesn't always help recruit the best talent from an HR perspective.
I did not intend to glorify this tricky question in the interview as a deciding factor for selection.
The reason I brought up this query is due to the frank negative feedback I hear from candidates in this region (Middle East). Arabs are vocal about their experiences with previous employers and are candid about reasons for job changes.
Based on my Indian HR learning, I applied my rules of diplomacy to the selection criteria. However, I would end up losing many candidates with required skills and qualifications, and I also need to meet my targets.
Your suggestion is true and logical. However, as an HR professional, I find myself in a situation where, knowing both sides of the argument, I need to check the select box.
From Kuwait, Salmiya
Acknowledge(0)Amend(0)
I agree with your point of view. I understand the nature of my query is somewhat negative and pessimistic. I hope I'm not spoiling HR readers' mood with these questions!
I also understand that as HRs/Recruiters, we should pay attention to the needs for skills and qualifications of the candidates rather than delve deeper into this side of arguments.
From my limited experience, I have realized that accepting diplomatic answers from candidates doesn't always help recruit the best talent from an HR perspective.
I did not intend to glorify this tricky question in the interview as a deciding factor for selection.
The reason I brought up this query is due to the frank negative feedback I hear from candidates in this region (Middle East). Arabs are vocal about their experiences with previous employers and are candid about reasons for job changes.
Based on my Indian HR learning, I applied my rules of diplomacy to the selection criteria. However, I would end up losing many candidates with required skills and qualifications, and I also need to meet my targets.
Your suggestion is true and logical. However, as an HR professional, I find myself in a situation where, knowing both sides of the argument, I need to check the select box.
From Kuwait, Salmiya
Acknowledge(0)Amend(0)
Dear Mr. Hussain,
You have the right summary. Regarding your next query, I would suggest if you can succeed in helping an interviewee to "forget his past" (maybe it is a bitter experience) and to focus on his positive aspects of life associating with the present and future, just take it for granted, you have done a great job. Of course, we should understand/interpret the interviewee's genuine emotional feelings. Irrespective of the interviewee's status (highly skilled/talented/qualified), it is of no worth in having discussions about an ex-employer because the past is always the past. Let's be straightforward and focus on business objectives while recruiting candidates and nothing else.
With profound regards,
Hi Seniors,
If I can generalize certain negative feedback which may exist but we don't 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 a previous employer irrespective of its merit?
(or)
To what extent/under what circumstances/under what limit of reason can these feedbacks be heard for considering genuine candidates from a whiner/cribbing/weak candidates?
As Pon suggested, it's a standard question asked in the interview, where HRs know the real reason is the "Money" to switch jobs!! Which in the majority of cases is true, but there are certain cases that 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 India, Chennai
Acknowledge(0)Amend(0)
You have the right summary. Regarding your next query, I would suggest if you can succeed in helping an interviewee to "forget his past" (maybe it is a bitter experience) and to focus on his positive aspects of life associating with the present and future, just take it for granted, you have done a great job. Of course, we should understand/interpret the interviewee's genuine emotional feelings. Irrespective of the interviewee's status (highly skilled/talented/qualified), it is of no worth in having discussions about an ex-employer because the past is always the past. Let's be straightforward and focus on business objectives while recruiting candidates and nothing else.
With profound regards,
Hi Seniors,
If I can generalize certain negative feedback which may exist but we don't 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 a previous employer irrespective of its merit?
(or)
To what extent/under what circumstances/under what limit of reason can these feedbacks be heard for considering genuine candidates from a whiner/cribbing/weak candidates?
As Pon suggested, it's a standard question asked in the interview, where HRs know the real reason is the "Money" to switch jobs!! Which in the majority of cases is true, but there are certain cases that 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 India, Chennai
Acknowledge(0)Amend(0)
Hi Hussain,
According to my understanding, it's not useful to speak negatively about your previous organization because you have already left the source of your dissatisfaction. But yes, the truth is always welcomed by employers if it is related to something positive about you, making things easier and less implicit in your new environment. This gives a good indication of your attitude and behavior.
Regards,
Shalini
From India, Bangalore
Acknowledge(0)Amend(0)
According to my understanding, it's not useful to speak negatively about your previous organization because you have already left the source of your dissatisfaction. But yes, the truth is always welcomed by employers if it is related to something positive about you, making things easier and less implicit in your new environment. This gives a good indication of your attitude and behavior.
Regards,
Shalini
From India, Bangalore
Acknowledge(0)Amend(0)
It's not a matter of negative or positive; it's a matter of genuineness. Every person has their reasons. HR should always be empathetic and people-centered. It's not a matter of one person speaking only positively about their previous employment or organization; being positive depends on having solid reasons, and if you are personally convinced, you can accept it. Please come out of that traditional approach of HR.
Namaste/Gurubhyonamaha
Much regards,
Nagarjuna Kandimalla
From India, Hyderabad
Acknowledge(0)Amend(0)
Namaste/Gurubhyonamaha
Much regards,
Nagarjuna Kandimalla
From India, Hyderabad
Acknowledge(0)Amend(0)Looking for something specific? - Join & Be Part Of Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.