Every job seeker needs to have their job transition history including the reasons they left a job. Hiring Manager overreact to perceived negatives. With average tenure around 2-3 years and merit increases around 1-2%, the only way many employees get any type of raise to allow them to keep up with inflation is to leave their job for a 10% increase to make up for their lack of merit with cost of living adjustments. Oddly, Hiring Managers perceive this is a negative but it is an economically rational decision.I coach candidates to have a one line answer on why they left for each job. There are a lot of reasons why good people lose their jobs- downsizing, mergers, acquisitions, restructuring, etc… I require them to pick the business reason and stick with it. I counsel them to eliminate their “story” with all of the drama because again, no one cares. We’ve all been there.
Candidates should have a one line answer on why they left for each job. There are a lot of reasons why good people lose their jobs- downsizing, mergers, acquisitions, restructuring, etc… pick the business reason and stick with it. Eliminate their “story” with all of the drama because again, no one cares. We’ve all been there.
Let’s say you had great tenure in your last role, and really needed a huge break. Rebrand your unemployment into a sabbatical. Sabbaticals are sexy. Long term unemployment is a downer. There’s nothing wrong with taking a break to regroup, learn how to sleep again and wean yourself off Ambien. Employers appreciate that in a candidate.
Just like you never talk about your ex in a first date, you should never share a drama filled story with a potential employer in your first interview. Actually in any interview. Move on.