4 ms·

> when looking for employment, when relevant, I explicitly mentioned this experience and what came with it, and what I was then looking for in a new company/pos

> when looking for employment, when relevant, I explicitly mentioned this experience and what came with it, and what I was then looking for in a new company/position/team, so that I was the first to pitch what did happen and how I reacted to it. It's always said not to mention negative situations with past employers. I've been through some shit along these lines in the past, but at times wish to be honest about what I seek in a place of employment to give comparing perspectives. How did you go about explaining this?

Juliate 7y ago
Well, shit happens, there's no denying about that, whatever HR/recruiting wizards can say. * Don't put your negative experiences on the fore front. * But don't hide them either, because: 1. if you do hide them, they might always bite you in the neck later (personally, or professionally); 2. there's a lot to learn here as well, and that's what you need to take the focus on: what you learned from it. If you can show that you confronted the negative experience, and solved/learned something out of it, you demonstrate a very valuable strengh to your potential employer: humility, courage, resolution. Plus, that you prefer to bring potential bad news yourself. That's worth mentioning.
- laumars 7y ago
  Great advice there. As a hiring manager myself I really hate it when candidates slag off their current/former employeer. It's a real put off. However if you can turn a negative experience into a positive then it shows that you're not just bitter and/or a bad team player but rather that you use all experiences to help enhance your capabilities as a productive employee.
  - gdy 7y ago
    "As a hiring manager myself I really hate it when candidates slag off their current/former employeer. It's a real put off. However if you can turn a negative experience into a positive then it shows that you're not just bitter and/or a bad team player but rather that you use all experiences to help enhance your capabilities as a productive employee." What's wrong with being bitter when you are wronged by your manager or employer? "and/or bad team player" Sounds like blaming a victim to me. Seriously, imagine you got robbed, beaten and humiliated how would you feel listening to someone telling you that being bitter about that is bad and it's your own fault?
    - taberiand 7y ago
      The company doesn't care about you and your sad sack stories, it's not your therapist. All it wants to know is if you'll produce more value than you cost (and hopefully more than the other people they're comparing you against). Being bitter about past employers is a sure fire way to fail an interview (from my personal experience) because a mopey employee is a poor performer, but it's also a lame way to go through life regardless.
      - gdy 7y ago
        "The company doesn't care about you and your sad sack stories, it's not your therapist. All it wants to know is if you'll produce more value than you cost" Then maybe it shouldn't ask questions like 'why have you quit your previous job?' and focus on applicant's skills? What I don't like is presumption that a conflict at previous job is an employee's fault. Quite a long time ago, when I used to work for a local company, I did some hiring as a team lead and tried hard to avoid prejudice.
        deleted 7y ago
        [deleted]
        ohyes 7y ago
        I mean, it’s like asking someone “How are you?” And them going into detail about their spastic colon. In a interview you’re trying to paint the best possible picture of yourself, anything that detracts from that is wasted effort. Why would y’all talk about your shitty previous employer when we can talk about something else that is interesting.
        gdy 7y ago
        I don't think you can treat that question like 'how are you'. Otherwise I agree with you.
        blaser-waffle 7y ago
        > Then maybe it shouldn't ask questions like 'why have you quit your previous job?' and focus on applicant's skills? As a hiring type, I absolutely want to know why, in your words, you left. I also want to see how that lines up with what your references and what former HR people say, and possibly even compare that to something like Glassdoor reviews (if you're a strong candidate, mind you). It is important. I want to see how they describe the situation they're leaving/left because it allows me to evaluate their ability to comprehend and communicate social/political/team dynamics. Statistically you're not staying with us longer than five (5) years, which means at some point you're going to have to explain why you left me -- and I don't feel like dealing with a shit talker. Plus an honest, direct answer is different from being blunt. I need workers who are willing to tell me direct, honest truths sometimes. I.E. "I never really clicked with the team, and found I was struggling personally and professionally to keep up with their changing demands," vs. "They were elitist assholes who changed things on a whim because they thought they were fucking geniuses".

Juliate 7y ago

Well, shit happens, there's no denying about that, whatever HR/recruiting wizards can say. * Don't put your negative experiences on the fore front. * But don't hide them either, because: 1. if you do hide them, they might always bite you in the neck later (personally, or professionally); 2. there's a lot to learn here as well, and that's what you need to take the focus on: what you learned from it. If you can show that you confronted the negative experience, and solved/learned something out of it, you demonstrate a very valuable strengh to your potential employer: humility, courage, resolution. Plus, that you prefer to bring potential bad news yourself. That's worth mentioning.

laumars 7y ago
Great advice there. As a hiring manager myself I really hate it when candidates slag off their current/former employeer. It's a real put off. However if you can turn a negative experience into a positive then it shows that you're not just bitter and/or a bad team player but rather that you use all experiences to help enhance your capabilities as a productive employee.
- gdy 7y ago
  "As a hiring manager myself I really hate it when candidates slag off their current/former employeer. It's a real put off. However if you can turn a negative experience into a positive then it shows that you're not just bitter and/or a bad team player but rather that you use all experiences to help enhance your capabilities as a productive employee." What's wrong with being bitter when you are wronged by your manager or employer? "and/or bad team player" Sounds like blaming a victim to me. Seriously, imagine you got robbed, beaten and humiliated how would you feel listening to someone telling you that being bitter about that is bad and it's your own fault?
  - taberiand 7y ago
    The company doesn't care about you and your sad sack stories, it's not your therapist. All it wants to know is if you'll produce more value than you cost (and hopefully more than the other people they're comparing you against). Being bitter about past employers is a sure fire way to fail an interview (from my personal experience) because a mopey employee is a poor performer, but it's also a lame way to go through life regardless.
    - gdy 7y ago
      "The company doesn't care about you and your sad sack stories, it's not your therapist. All it wants to know is if you'll produce more value than you cost" Then maybe it shouldn't ask questions like 'why have you quit your previous job?' and focus on applicant's skills? What I don't like is presumption that a conflict at previous job is an employee's fault. Quite a long time ago, when I used to work for a local company, I did some hiring as a team lead and tried hard to avoid prejudice.
      - deleted 7y ago
        [deleted]
      - ohyes 7y ago
        I mean, it’s like asking someone “How are you?” And them going into detail about their spastic colon. In a interview you’re trying to paint the best possible picture of yourself, anything that detracts from that is wasted effort. Why would y’all talk about your shitty previous employer when we can talk about something else that is interesting.
        gdy 7y ago
        I don't think you can treat that question like 'how are you'. Otherwise I agree with you.
      - blaser-waffle 7y ago
        > Then maybe it shouldn't ask questions like 'why have you quit your previous job?' and focus on applicant's skills? As a hiring type, I absolutely want to know why, in your words, you left. I also want to see how that lines up with what your references and what former HR people say, and possibly even compare that to something like Glassdoor reviews (if you're a strong candidate, mind you). It is important. I want to see how they describe the situation they're leaving/left because it allows me to evaluate their ability to comprehend and communicate social/political/team dynamics. Statistically you're not staying with us longer than five (5) years, which means at some point you're going to have to explain why you left me -- and I don't feel like dealing with a shit talker. Plus an honest, direct answer is different from being blunt. I need workers who are willing to tell me direct, honest truths sometimes. I.E. "I never really clicked with the team, and found I was struggling personally and professionally to keep up with their changing demands," vs. "They were elitist assholes who changed things on a whim because they thought they were fucking geniuses".