Dear Sir,
By asking this type of questions really one do not know what to tell?. Truth or policed false answer or negative answer abruptly.
If the interiviewee tells something positive answer hiding the truth in order to win the interwiew, his answer is not genuine.
If the interviewee tells the negative answer as he feels as such then, the interviewer gets embarrassed, but the answer is correct.
Hence, the interviewers should avoid asking such type of embarressing questions and do asks other questions which will evaulate the interviewee's talent or caliber.
Thank you
Chandrasekaran, Madurai.
From India, Madurai
3By asking this type of questions really one do not know what to tell?. Truth or policed false answer or negative answer abruptly.
If the interiviewee tells something positive answer hiding the truth in order to win the interwiew, his answer is not genuine.
If the interviewee tells the negative answer as he feels as such then, the interviewer gets embarrassed, but the answer is correct.
Hence, the interviewers should avoid asking such type of embarressing questions and do asks other questions which will evaulate the interviewee's talent or caliber.
Thank you
Chandrasekaran, Madurai.
From India, Madurai
Hussain,
I would suggest that the interviewer needs to distinguish between two types of negative feedback and what the feedback says about the Candidate. For example if the Candidate says "I left because my boss was a jerk", that falls into the category of "Whining" in my view and reflect that the candidate may have poor work ethic or interpersonal skills. On the other hand, if the Candidate says "I left because I was troubled by what I felt was unethical behaviour was condoned by the employer" That relfects that the candidate has standards and integrity and the guts to stand by them.
From United States, Reno
I would suggest that the interviewer needs to distinguish between two types of negative feedback and what the feedback says about the Candidate. For example if the Candidate says "I left because my boss was a jerk", that falls into the category of "Whining" in my view and reflect that the candidate may have poor work ethic or interpersonal skills. On the other hand, if the Candidate says "I left because I was troubled by what I felt was unethical behaviour was condoned by the employer" That relfects that the candidate has standards and integrity and the guts to stand by them.
From United States, Reno
Hi All,
I feel negative remarks always attract negative results. Truth is bitter not everyone thinks laterally. So it is better to move on with positive attitude, sharing your positive desires and dreams to work in the new company creates positive ambience during the interview, which is a healthy. Speaking negative about the past and fretting about it will not fetch anything. Close the old chapter after learning it and read the new one with fresh attitude.
Regards
Sheeba Harish
Bangalore :)
From India, Bangalore
I feel negative remarks always attract negative results. Truth is bitter not everyone thinks laterally. So it is better to move on with positive attitude, sharing your positive desires and dreams to work in the new company creates positive ambience during the interview, which is a healthy. Speaking negative about the past and fretting about it will not fetch anything. Close the old chapter after learning it and read the new one with fresh attitude.
Regards
Sheeba Harish
Bangalore :)
From India, Bangalore
There is a basic difference in badmouthing your previous employer and putting across your personal insight about the previous employer with strong conviction....now the latter comes with the attitude to speak up with honesty...a strong character to appreciate the good but at the same time accept the shortcomings...
As a recruiter,I am sure we can know the difference between thw two...
From India, Hyderabad
As a recruiter,I am sure we can know the difference between thw two...
From India, Hyderabad
dear
Negative remarks for the previous employer is never accepted by the to be present employer . they think the negative approach by the candadate itself . He has not well in work in their organization and is not fit for the present organization . so they do not tell directly to the person but say , we will later tell the outcome of the interview and the result never come in sight .
Regards
INDER JIT SINGH UBHI
From India, Delhi
Negative remarks for the previous employer is never accepted by the to be present employer . they think the negative approach by the candadate itself . He has not well in work in their organization and is not fit for the present organization . so they do not tell directly to the person but say , we will later tell the outcome of the interview and the result never come in sight .
Regards
INDER JIT SINGH UBHI
From India, Delhi
I want to agree to some extent that it is does not go down well to talk negatively about your past employers. That as it may, I would appreciate the frankness coming from an interviewee when he tells me the negative experiences in his last employment. What I would be looking out for is his body language and objectiveness in his delivery of his comments. I will see the openness as an opportunity to identify negative practices in other companies that might need dealing with in my own, if they do prevail.
One should not throw the baby out with the bath water.
From Nigeria
One should not throw the baby out with the bath water.
From Nigeria
Hello,
If i were interviewing a candidate who talks negatively about his/her previous employer, I would definitely believe that negative feedback would be given by him/her in his next interview after he/she is employed by me.
After all I should listen to the complain about the former employer if it happens, it might have sense.
From Nigeria
If i were interviewing a candidate who talks negatively about his/her previous employer, I would definitely believe that negative feedback would be given by him/her in his next interview after he/she is employed by me.
After all I should listen to the complain about the former employer if it happens, it might have sense.
From Nigeria
This thread is getting very interesting.
My friends, the truth is that HR do not have to be empathetic or people concerned or considerate or understanding or sensitive. An interviewer SHOULD expect them to be the exact opposite.
An interview is not a therapy session so there is no use expecting the interview will want to hear or understand your side of the story.
The interviewers' job is to select a candidate based on the criteria given to him/her by the HR or Management. He/She should be friendly but investigative. Nothing can be taken for granted and no answer can be accepted at face value.
Like many people who responded on this post, I never have, nor would ever hire someone who complained about his previous company, family, friends, hometown, country and weather. You won't believe how many people complain about the weather in an interview. Such candidate are let out the door with the response "If you have a problem with a weather, you shouldn't be planning on working in this city."
Giving answers to an interviewer is like feeding an aardvark. You have to know what it is and what it eats before you cook for it. It wont eat anything u offer just because you think it is right. If it doesn't like what you feed it, it will hurt you.
An interview is all about convincing the interviewer that you are the best candidate for the job and you must sincerely do everything you can to achieve that objective;including telling the interviewer what he wants to hear.
Avinash Tavares
<link outdated-removed> ( Search On Cite | Search On Google )
Ph: 09567210949
[IMG]http://4.bp.blogspot.com/-E2AJu0YfPRM/Ta1WiHfIKrI/AAAAAAAAC0c/x_6ZbsvhWxc/s1600/20081229AardvarkBaby.jpg[/IMG]
Aardvark
From India, Pune
My friends, the truth is that HR do not have to be empathetic or people concerned or considerate or understanding or sensitive. An interviewer SHOULD expect them to be the exact opposite.
An interview is not a therapy session so there is no use expecting the interview will want to hear or understand your side of the story.
The interviewers' job is to select a candidate based on the criteria given to him/her by the HR or Management. He/She should be friendly but investigative. Nothing can be taken for granted and no answer can be accepted at face value.
Like many people who responded on this post, I never have, nor would ever hire someone who complained about his previous company, family, friends, hometown, country and weather. You won't believe how many people complain about the weather in an interview. Such candidate are let out the door with the response "If you have a problem with a weather, you shouldn't be planning on working in this city."
Giving answers to an interviewer is like feeding an aardvark. You have to know what it is and what it eats before you cook for it. It wont eat anything u offer just because you think it is right. If it doesn't like what you feed it, it will hurt you.
An interview is all about convincing the interviewer that you are the best candidate for the job and you must sincerely do everything you can to achieve that objective;including telling the interviewer what he wants to hear.
Avinash Tavares
<link outdated-removed> ( Search On Cite | Search On Google )
Ph: 09567210949
[IMG]http://4.bp.blogspot.com/-E2AJu0YfPRM/Ta1WiHfIKrI/AAAAAAAAC0c/x_6ZbsvhWxc/s1600/20081229AardvarkBaby.jpg[/IMG]
Aardvark
From India, Pune
Hi Friends !!
Some HRs were downright strict with shunning any candidate who gave justified negative response on this question when asked, even though if they met with primary requirement of the job.
@Joy : I agree with your point of view !
Presenting this question to a candidate is really helpful to get a good insight of candidate's mental strength in dealing with challenges at work place. I would prefer if a candidate presented a negative response and how he /she dealt with the situation. This way it will help me ascertain where to place the candidate in the company or not to place at all !!
A simple question to those HRs who would reject the candidate on a justified negative response to this question, instead of goody goody fake answer ! Will you reject a candidate if he / she met all the criterias of the job ??
We call a candidate for an interview after CV shortlisting, HR interview are conducted to evaluate mental agility, attitude, investigate to ascertain fitment of the candidate in the required role / team / department / company.
From Kuwait, Salmiya
Some HRs were downright strict with shunning any candidate who gave justified negative response on this question when asked, even though if they met with primary requirement of the job.
@Joy : I agree with your point of view !
Presenting this question to a candidate is really helpful to get a good insight of candidate's mental strength in dealing with challenges at work place. I would prefer if a candidate presented a negative response and how he /she dealt with the situation. This way it will help me ascertain where to place the candidate in the company or not to place at all !!
A simple question to those HRs who would reject the candidate on a justified negative response to this question, instead of goody goody fake answer ! Will you reject a candidate if he / she met all the criterias of the job ??
We call a candidate for an interview after CV shortlisting, HR interview are conducted to evaluate mental agility, attitude, investigate to ascertain fitment of the candidate in the required role / team / department / company.
From Kuwait, Salmiya
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Negative Feedback.pdf