How To Answer “Why Did You Leave Your Last Job?”

Today’s career paths are much more nonlinear than they were years ago. There’s a high chance you won’t stay with the same organization throughout your entire career. Even if you like your job, outside circumstances may change things, including layoffs, the need to relocate, or something unexpected like the pandemic.

Hopefully, you can leave the organization on good terms and have a valuable reference down the road. Whether on good terms or bad, you’ll need to be prepared for interviewers to ask, “Why did you leave your last job?”

Why do employers ask this? According to Job Search Strategist Hannah Morgan, it’s because future employers genuinely want to know, and they learn a lot about you based on your response.

Make sure not to alienate yourself with your new employer with a bad answer on why you left your previous one. Take time to prepare, and embrace these philosophies before you answer why you left your last job.

“Asking you why you left your last job helps the employer understand you – your motivation, how you handle challenging situations, and your goals. They are looking for any red flags that may eliminate you such as reoccurring issues with bosses.” -Hannah Morgan

Be honest

The first unmistakable tip is to be as honest as you can with the interviewer. You might not have left your last organization on the best terms, and it happens. But it’s easy for employers to find out the truth. The new organization may contact your old one, and you don’t want to put your references in an awkward position by lying to them and forcing them to perpetuate your lie. If you lie, it will come back to bite, and you’ll look even worse.

“If you have to spill the beans, be sure to stay unemotional, calm, and even-toned in your responses. Try to take the spotlight off the negative and focus on what you’re hoping to be involved with in your potential new role.” -Jennifer Parris

If you were fired or laid off, you need to be honest about it, but these aren’t necessarily deal-breakers for a new company. Natalia Autenrieth says to own your part in whatever may have happened and find a positive that came from the experience. Be truthful, but focus only on the facts and what you bring to the organization.

Indeed reminds us that that doesn’t mean you have to reveal every detail though. Stick to the relevant facts and move on quickly. You can answer the question honestly without making negative remarks about your previous employer.

Be positive

Your previous job might actually deserve potential negative remarks. There are many organizations with outdated practices that contribute to a toxic environment. No need to sugarcoat it—many jobs suck!

But this isn’t what your potential employer wants to hear. Just as you wouldn’t want to talk about your ex on a date, badmouthing your “ex” in an interview makes you look petty and as though you focus on the negative. There are two sides to every story, and your side may not appear as clear-cut to an outsider. And the new employer might wonder how you’ll speak about them in the future.

Instead, learn how to spin things in a positive direction. Lily Zhang suggests always including a positive about the last organization while still being honest. If you want to advance your career, you can talk about the need to find growth and a challenge. If the leadership is bad, you can talk about how you love the mission of your last company but think you need a different sort of environment to succeed.

Focus on the future

Your potential employer has a genuine interest in why you left your last job because it provides them clues on what type of person you are. You aren’t in taking a meeting to go over old news—you’re there to provide value to a new organization. So while answering this question in as honest and as positive a manner as you possibly can, make sure to tie things into what you offer the new company.

If you weren’t happy with the work you were doing or the growth opportunities your old job provided, you can turn this into a positive for your new employer, Hannah Morgan writes. It shows that you’re taking charge and looking for a change, and it paints you as someone who is proactive in dealing with an issue.

FlexJobs’ Jennifer Parris says to be confident when answering this question. Almost everyone leaves a job at some point in their lives. Answering with confidence while being truthful and positive shows that you’ve left that position behind you and that you’re looking forward and ready for new challenges in a new role.

Wrap up

Don’t bring the baggage of a discarded job with you to a new one. Employers want to know why you left your last job so that they can get a sense of what type of employee you’ll be for them. Be honest and positive, even if you didn’t love your last job. Keep things focused on the future and what you bring to the table. Practice your responses, and you’ll position yourself as the ideal candidate!

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How To Become An Enthralling Storyteller

At my last job, I was a senior assistant at a finance company. The boss, Mr. Gould, was tall, kinda short. Lightish-dark hair. I remember he had this little dog he would bring into the office named Horton. Or was it Morton? Anyway, I’m sorry, what was the question?

If you’ve made it past this nonsensical anecdote, bravo! A well-told story can leave an impression on your audience and create personal investment. But a poorly-told story, like the one above, incites confusion and boredom. Bestselling author Kindra Hall believes good storytellers are able to build a connection and differentiate themselves from the competition.

“Given a choice between listening to statistics or facts or listening to a story, people will always choose a story. And stories stick with them longer.” -Kindra Hall

Whether you’re interviewing for a new job or becoming a leader in your field, the ability to be a good storyteller is crucial to succeeding in the business world. If you’re looking to enhance your oratory skills with a sense of eloquence and excitement, follow these storytelling cues.

Have a point

A good story leaves an imprint because it has a purpose. No matter how elegant you tell your tale, no one will be interested if the story doesn’t have meaning. The time you found the last bag of oyster crackers at Aldi won’t hold up next to the Iliad.

Skillshare Blog believes there should be a payoff for the listener, not just the storyteller. Even if it isn’t known to the audience until the end of the tale, make sure there is a central message somewhere in your story.

Cut the bloat

Think of a time someone bored you with a story you weren’t interested in. Chances are, the story droned on, and on, and on. One of the classic blunders used by less-proficient storytellers is bogging the story down with too many unnecessary details. In the example story at the top of this article, my story about a previous job focused far too much energy on the boss’ appearance and little details about his life.

Forbes Lisa Christen reminds us of the classic sad short story “For sale: baby shoes, never worn.” In just six words, we have a full story. Let every individual word drive the story forward while trusting the audience to be able to fill in the blanks. Your audience is smart but uninformed; they’ll be able to understand your meanings.

While some background information is required, keep it to the necessary bits only, reminds Anett Grant of Fast Company.

“[S]et the scene for your audience in the most concise way possible, telling them only what they need to know to comprehend your key takeaway.” -Anett Grant

Hit emotional beats

If your chronicle is going to stay in the audiences’ mind, it needs to be more than hard facts. The reason you tell a story is to foster a connection, and simply providing the who/what/where/when doesn’t cut it.

Kindra Hall believes a successful story has four components: an identifiable character, authentic emotion, a moment, and specific (relevant!) details. This character (often you!) should experience real emotions and have a defining moment, ie the purpose of the story.

Think in terms of an interviewer asking you a challenge you’ve overcome in the workplace. You’ll leave a long-lasting impression if the story is personal and authentic. Don’t just hit the bullet points; really try to highlight the conflict and how you overcame it. Skillshare Blog points out that the conflict is what keeps an audience engaged.

“An easy and linear path to the finish line isn’t going to keep your audience engaged. Instead, you want your characters to face obstacles—and a decent amount of drama—as they journey on their path.”- Skillshare Blog

You’ll be much more likely to get a follow-up call if your story resonates with the hiring managers.

Keep it simple

Tying back to the idea your story should have a point, once you’ve made that point it’s okay to end the story. Anett Grant reminds us that humans have a short attention span; they say to keep the story like a shot clock in basketball. Get your points across and move on. There is no faster way to lose your audience than to ramble on and have them zone out and forget the point you were making.

Practice

While storytelling may not be the same as public speaking, a fear of many, many of the principles remain the same. Practice your delivery at home while following the above advice. Repetition leads to comfort and confidence. Whether your audience is one person or one hundred, you’ll be able to self-scout and recognize what is and isn’t working.

Skillshare Blog further recommends looking to those who have mastered the art of storytelling to improve. Think of your favorite storytellers and read or listen to their tales. Ask yourself why the story works and how you can adapt those techniques yourself.

Wrap up

Storytelling is a vital skill to master for your professional career. As a job seeker, it will allow you to stick in the hiring manager’s mind after the interview, leading to more follow-ups. As a leader, you’ll find yourself connecting with your team and inspiring them to new heights. It can allow you to resonate with customers, leading to more sales and satisfied clients. Some people are natural storytellers, but with a little effort, anyone can become a masterful storyteller.

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Interview Guide: Setting Up A Mock Job Interview

Top-tier candidates are well aware of their need to research the employer/interviewer and prepare specific answers and questions. However, researching and preparing notes can only get you so far. One of the best methods to increase your readiness level is experience, which can be replicated through an organized mock interview. Rehearsing an upcoming job interview is a great strategy to boost confidence and refine interpersonal skills in a safe, low-risk environment.

What is a mock interview? It does not involve the actual employer but instead operates as a role-playing exercise enlisting the support of a career mentor, a former professor or colleague, or a close friend/family member. 

What are the benefits? Walking through the interview process without real pressure allows the analysis of your strengths and weaknesses when attempting to market yourself effectively. Highlighting your strengths will help you sound more personable and less rehearsed. It also allows you to forge thoughtful responses, improve nonverbal communication, and eliminate ‘filler’ words such as ‘um,’ ‘uh,’ and ‘like.’

Courtesy of the career experts at Indeed, we reveal seven steps to take in preparation for your mock interview and how to make the most of it:

1. Dress appropriately.

Your interview attire is the genuine first impression for the employer, and it has the power to positively or negatively impact your candidacy. Don’t just roll out of bed knowing the interview isn’t for real or is being conducted virtually; the way you dress has the power to impact how you conduct yourself. You’ll want to hear feedback on how you presented yourself, and that includes your attire. Any signs of laziness or disinterest will carry over into your real-life interview in ways you may not realize. 

2. Mimic the interview setting.

Whether online, in-person, or over the phone, make a conscious effort to emulate your interview setting to the best of your ability. Setting the proper scene will allow you to feel more comfortable and attuned to the environment. For example, if your prospective employer already sent you the address to a local coffee shop, utilize the knowledge to your advantage by inviting your mock interviewer to the exact location. Take into consideration the noise volume, physical surroundings, and size of the tables where you will place your resume and other documents. If the employer sent you a Zoom invite, request that your mock interviewer do the same and isolate yourself into a quiet, enclosed area with a quality internet connection.

3. Choose the right interviewer.

Whether it is a close family member or friend, or a career mentor, make sure your choice is someone capable of asking tough questions, detail-centric, and willing to provide honest feedback. Another great option is to tap into your university’s career center or alumni center to check if they offer mock interviews with their faculty. 

4. Bring your resume and other necessary materials.

Be thorough in your document presentation by bringing extra copies of your resume, portfolio, a notepad, and written references. Aim to discover your mock interviewer’s thoughts on your materials and what else your intended industry and position may demand. 

Be sure to review Indeed’s Job Interview Walkthrough [Video] in their new ‘Job Science’ segment here.

5. Take your time answering questions.

In their ‘Job Science’ segment, a spin-off of ESPN’s Sport Science, Indeed aims to review and dissect the interview experience through data analysis. In their mock video, the moderator recognizes the importance of being patient in conversation and not rushing into a response.

Your interviewer wants to hear what makes you unique and what you can bring to the table. If forming an honest answer requires you to briefly pause in thought, aligning your past experiences with future goals, your interviewer will admire your poise.

One excellent method to providing thoughtful answers with real-life examples is through the STAR Approach. These four steps will allow you to walk through all the basic interview questions without rambling on. You can get your best stories out there and take advantage of every opportunity to connect with your interviewer, but leave it up to them to ask you for more details.

  • Situation – Set the story and provide all the necessary details of your example.
  • Task – Describe the responsibility given to you and, if applicable, how it’s tied to an overarching goal
  • Action – Thoroughly explain what steps you took and WHY.
  • Results – Reveal how the outcome was for the greater good of the company, not just yourself.

6. Research the company.

Any interviewer will notice right away if you failed to conduct fundamental research into their website. Asking overly basic questions about their core values, mission statement, top competitors, or target audience will reveal a lack of preparation and interest. Asking questions you can quickly find online will be a ‘red flag’ to employers. Give respect to your interviewer and make the most of their time and yours by doing your homework.

From their blog to various social platforms, there is no reason not to view every page on their website. Additionally, visiting the company’s Glassdoor or Indeed company pages will highlight their strengths and weaknesses, as told by their employees. These links will offer a ‘behind-the-scenes’ look into their culture, highlight any awards, and provide key insight into their brand reputation. 

7. Record it.

Your mock interview will provide great experience to help you work through any nerves and constructive feedback to craft your responses in real-time. However, adding a video review will allow you to assess your body language and finetune your answers even further. Pay close attention to your posture, eye contact, voice tone/speed, and any fidgeting you may want to extract. If you notice any wordiness, overuse of ‘filler words,’ or a lack of confidence, you may want to work through your responses and set up another mock interview. 

Wrap Up

Assess your interview skills and ensure your level of preparedness following TopResume’s list of questions here.

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5 Signs You’ve Found The Right Candidate For The Job

Whether you are looking to fill a role internally or for a client, the ability to know the makings of a great candidate goes beyond a strong work history. Finding success in recruiting requires thorough investigation and great instincts. In addition to aligning company and candidate values, personality and culture fit play a significant role in finding a perfect match and ensuring employee retention. Often portrayed through the attributes of the former athlete, here are five clear-cut signs you’ve come across the right candidate for the job:

Well-Prepared & Naturally Inquisitive

A strong introduction is critical as it shows the candidate’s enthusiasm for the role, passion for the industry, and high interest in the organization. A great candidate will have thoroughly researched the organization and position before conversation. When they’ve taken the time to truly understand a company, it shows their motivation is pure.

Is the candidate posing unique, in-depth questions or generalized questions concerning their own selfish ambitions? The more qualified professionals will have the ability to demonstrate their skills and experience through the thought-provoking questions surrounding long-term goals, business strategy, and issue resolution.

While a high energy level should be conveyed in their cover letter, the candidate must remain consistent in phone conversations and interviews. There is a reasonable cause to be excited when a candidate appears confident and has checked off the early boxes. However, a senior-level background and leadership potential is not the end-all-be-all to the makings of a prime candidate. To become a leader backed by followers, employees must first master the art of listening and understand what it means to be a good follower.

“Nothing we do is more important than hiring and developing people. At the end of the day, you bet on people, not on strategies.” – Lawrence Bossidy, Former COO of GE.

Visible Knowledge & Proven Results

Insightful and well-informed candidates are hard to come by, but finding such professionals is an excellent prerequisite to the makings of an all-star employee. With a track record of success, you will find the candidate’s forward-thinking will shine through, and they will be able to bring ideas to the table quickly. If they find ways to contribute to the company during an interview, they set a strong precedent for what a future relationship holds. 

Beyond any bullet points from a resume, a great candidate will be able to provide specific examples or statistics showing they are a goal-setter and goal-achiever. Tying into the job description and organization’s values, the candidate will have data or documented progress to showcase their potential and relevance to the position at hand.

While you want your phone conversations and interviews to run smoothly, you can expect to receive some ‘pushback’ and hard questions when speaking with a quality candidate. If you are the only one driving conversation, it’s easy to assume the candidate has not given the position a lot of thought or is naturally reluctant in discussion.

Clear Communication & A Winning Personality

In coordinating various interviews, screenings, and monitoring job postings, hiring managers and recruiters are not keen to wasting time on incompetent job-seekers. When candidates respond quickly and professionally regarding a job opening, they provide a strong first impression to employers aiming to promptly work through the interview process. From job application to a final interview, receiving active and polite communication from a candidate reveals a strong level of interest and forecasts a responsive and alert employee.

When you can see energy in their body language and hear the passion in their voice, you know you’ve found a candidate worth pursuing. If you do not see positivity radiate off a candidate in conversation, it could be a red flag for what the future would hold. Aside from appearing disinterested in the role, employers should be wary of a lackluster personality, especially when rapidly approaching deadlines and internal/external business relationships are on the table. An optimistic employee is more likely to reenergize your team and take on new challenges.

You Weren’t Scared Away By Any ‘Red Flags’

In trusting your instincts, there is tremendous weight in evaluating a results-packed resume and a ‘culture fit,’ but don’t fall victim to placing all your eggs in one of these baskets. Every applicant will have their share of flaws, but only the best will acknowledge them in testimony. Finding the ‘right’ candidate does not always mean they will be the ‘perfect’ candidate. A suitable candidate will impress their interviewer with the openness and willingness to call out their weaknesses and share how they’ve corrected their mistakes. Being self-aware reveals the making of an honest and emotionally intelligent employee.

“I [trust] people who are so confident in their skills that they are openly and instantly humble about things they are not good at.” -Paul English, CEO at Lola.com

Their References Came Through

Aside from providing tangible evidence to their job performance, the best candidates will be able to have their skills and character endorsed through written and verbal testimonies. There is a strong level of comfortability that ensues with an applicant that is confident in the words their previous employers and colleagues have to say. In addition, evaluating an applicant’s social media platforms and what they choose to put out into the world will speak volumes to their character, morals, and professionalism.

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Evaluating Company Culture For A Remote Position

Do you fall in line with the 75% of U.S. employees who prefer to operate in a full-time remote or hybrid position? Pursuing these remotely operating positions begs to question how job seekers can effectively evaluate company culture without seeing corporate philosophy in action. What do you do when all your interviews take place over Zoom, and you’ve never stepped foot in the office? The career experts at The Muse understood the validity of this concern and took the time to address it.

Content contributor Kat Boogaard wrote a great piece discussing the vital role that company culture still plays within a remotely operating position and how candidates can adequately assess the culture during the interview process without ever stepping foot in the door. Kat explains how, despite any salary, benefits, or growth expectation the position may meet, the overwhelming factor of company culture will still have a tremendous impact on your experience and satisfaction in the role. She recommends taking these SIX steps before you even consider accepting your next job offer. We highlight two of them here:

1. Know What You’re Looking For

Do you have your must-haves set in place for your next position? Map out your expectations in salary, benefits, and company values you want your employer to prioritize. When your interview process is fully remote, the need for a high level of preparation is magnified.

With video interviews and online research playing the most significant role in your decision, you must key in on the job factors and features most important to you. Is a healthy work-life balance your top priority? While working remotely should, in theory, make this more achievable, you still would want to find an organization that is not continuously operating. Muse Career Coach & Life Coach Annie Nogg recommends filtering down to three ‘non-negotiables’ for your job preferences.

“It’s important to understand a company’s culture because you don’t just want to join an organization where you can do work, you want to join one where you can do your best work.” -Hannah Fleishman, HubSpot.

2. Do Some Independent Research

Despite the remote process, you still have many resources and research techniques available to you. First, you can learn a tremendous deal of company history and cultural standpoints through a company’s website content. Don’t fumble when it comes to thoroughly understanding the company’s origin and core values that are easily identifiable. With your career growth and happiness on the line, you would be doing a tremendous disservice to yourself to visit every page on their website.

Second, visiting their blog will grant you access to their most recent publications, such as recent awards/achievements, a behind-the-scenes look into their corporate handlings, or other key content they want pushed out as a representation of their brand. Third, visiting their social media pages will similarly offer great insight into their company culture, brand presentation, and reputation.

Lastly, platforms where past and present employees can leave company reviews, such as Glassdoor or Indeed, will highlight general aspects of the company you may not have otherwise discovered. Additionally, many employees will provide the job title they held, which can offer specific insight into the company’s handling of your desired role. As you climb down the rabbit hole, remember to keep your three non-negotiables at top-of-mind. Use your computer’s ‘Ctrl-F’ feature to find reviews containing your keywords quickly.

Wrap Up

Understanding a company’s culture from afar adds a level of complexity to an already complicated process, but following through on Kat’s and Hannah’s advice will allow you to stay informed and keep your best foot forward!

“Especially as companies commit to remote or hybrid work for the future, it’s more important than ever for candidates to know that a company’s values, work style, and goals align with their own,” Fleishman says. “Because that’s what shapes the employee experience—whether you’re in an office or remote.”

Check out the remainder of Kat’s SIX steps to uncovering an organization’s culture without entering the office here.

  1. Connect with Current (or Former) Employees
  2. Ask Specific Questions (even if they are difficult)
  3. Observe What You Can
  4. Use the Hiring Process as Your ‘Inside Look’

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