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An unpopular opinion...

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An unpopular opinion...

Dear FGB community,

Now what I am about to say is an unpopular opinion, but I don't care. I believe if a candidate is seeking to leave an existing employer and has had a negative experience, she/he/they should be able to communicate that in the interview process.

Too often, talented individuals are not in the best workspaces. I believe it is imperative to be honest about their experiences, especially if they are looking to leave shortly after starting there.

That's it. That's the post!

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  1. Anonymous

    Maybe that is my problem in interviews? I am pretty honest about why I want to leave and answer any follow on questions the recruiter has for me. Thanks for sharing your opinion!

  2. Joan Williams, Senior Talent Acquisition Specialist

    It could very well be. It is not a good idea for a candidate talk bad about their current or former company. And especially don't talk bad about people.

  3. Anonymous

    No, I do not talk bad about the company or people, though have said it is not a good fit. I have since adjusted my answers and have had an offer, though after learning more about the company during the interview process the red flags prevent me from accepting offers.

  4. Terrie McWhorter

    We do exit interviews an ask those leaving to be totally honest about why they are going. It has helped us in working on issues that boots on the ground employees see. As for going somewhere else, you can be truthful but tactful in the same time. No one wants to make an interview panel squirm when hearing the retelling of one side of a situation.

  5. Anonymous

    here here!

  6. Jessica Minter

    Agreed! Honesty is the best policy! In the past, I have been open about discussing my negative experiences with employers - especially when it comes to unethical/integrity issues. That ultimately speaks positively to you and defines for the potential employer where you are not willing to compromise. We don't live in a perfect world and there are plenty of opportunities for things to go in less desirable directions. No matter the time spent, if an environment is not for you and you've done your best to solve for what you can...then do what you must.

  7. Anonymous

    100%

  8. Anonymous

    While I agree that a candidate should be able to say the real reason that she/he/they wants to leave a position, there are some negative experiences that simply cannot be conveyed. And in the U.S. culture, the complainer tends to get the blame.

    I've worked for managers where the entire team left in less than a year, but it would take too much of the interview time to explain how that manager belittled people behind their backs, micromanaged, and consistently came up with "important, rush" jobs that needed to be done before the next day when someone had indicated that they needed to leave on-time or for an appointment (anniversary dinner for example).

    I don't think telling about that experience lets the prospective employer know much about my abilities, so I'll probably give some bland, generic reason instead. I wish I could say it was to look for better management that didn't bully.

    (Please note, I've also had excellent managers. The contrast between the working situations - even for the "same" role - can be amazing!)

  9. Anonymous

    I agree 100%.
    I think there is a way though for candidates to ask the employer they're interviewing with some leading and eye-opening questions that give them clues if that particular place displays the same behavior.

    For example, what are expected working hours? What is a typical day like for this role? What communication methods do you expect from me as an employee on updates on projects, clients, etc?

    Granted, people can always lie. And can always change what they said after said person is hired. But there are professional ways to state why you left a position without it turning into a dinner of the Real Housewives.

  10. Anonymous

    ExActly, not the environment for table flipping

  11. Joan Williams, Senior Talent Acquisition Specialist

    You're certainly free to say whatever you want. Just don't expect it to always be well received.

  12. Anonymous

    It’s only unpopular because of the possible repercussions. Anonymous reporting is a myth and unless the person is moving towards retirement from said company they are setting themselves up from getting a bad reference or no reference from a job they really want or need. It is more important that the person recognized a toxic environment for what it is and valued themselves enough to leave out of self love. Your post reminds me of the euphemism that no good deed goes unpunished

  13. Anonymous

    Of course this is an unpopular approach because of repercussions! This brief time with a potential employer will have been spent bellyaching about your current job. This is a snapshot of what the new boss should expect.

  14. Anonymous

    I’m not quite on board with this approach. In both my personal and professional lives, I find myself so turned off by people who complain. We all have problems, I don’t want to be drawn into other people’s vortex.

    I tell me nine year old daughter all the time: no one likes a complainer! I personally try to distance myself from people who whine all the time. I want to present my best self during an interview, I want the potential employer to focus on what I bring to the table, my skill set and experience…not the vile coworker or poor manager I’m leaving.

    I’m all about straight talk express but will continue to focus on the positive in interviews rather than air my dirty laundry from my previous employer.

  15. Anonymous

    i agree with you, there’s a difference between saying “the culture/role/etc wasn’t the right fit for me” (or similar) and plain bad mouthing. I believe - as long as it’s done constructively - candidates who perhaps are job hunting after less than a few months in a role should be able to express that they’re a square peg in a round hole, so to speak, and then go into expressing why they believe Company X would be a better fit etc etc. But they should not complain and moan.

  16. Anonymous

    Totally agree!

  17. Anonymous

    I believe there is a difference between "complain" and "report." Complain attaches emotion, Report does not. I have divulged / reported a prior toxic workplace to a prospective hiring manager but only in the final interview stage, only after I have determined I am very interested in the position and organization.

  18. Anonymous

    I've been involved with interviews where the candidate was hired despite this approach (i.e., they bashed their former/current employer and were hired anyway). 100% of the time the new employee was a major PITA in so many different ways. If your personality is such that you can't understand it's inappropriate, you will suck to work with all the way around. I've definitely learned that lesson the hard way. Only one of them was my fault, the rest of them were in spite of my recommendation. All of them were miserable people.

  19. Anonymous

    Though I know that it is taboo to badmouth a previous employer, I also tend to agree with you. I'm in a position currently for less than a year and the culture is toxic. I have secured a new position and while on my job search I have been asked why I am leaving and though I do not bad mouth them I do believe in being as honest as I can and would say the culture is not for me and I would not thrive here long term. Prospective employers have accepted my reasoning and understood, so I do agree that being honest is the way to go but complaining or listing reasons for why your previous employer sucks may not be the best approach.

  20. Anonymous

    I tend to err on the side of the less you say about a previous employer, the better. Unless, you are asked. Then be as honest as you can without outright badmouthing. Because that can come back to bite you in the butt!

  21. Afo Ogbeyalu Kalu

    The key word is "should" . . .

    Yes, in an ideal world, we "should" be able to express ourselves freely in an effort to promote transparency and facilitate communication, but not everyone we engage with is of that mindset. This is why it is often advised to tailor one's talking points in an interview. The goal is to show how a candidate for a position can add value to an organization, or is best suited for the open position,

    If the question of why a candidate left, or is leaving an organization is posed, answer honestly, but NOT in a manner which disparages. Focus on your successes and contributions while with the organization, and then state reason for leaving . . . "no clear path for growth" . . . "no avenue for leadership or planned career trajectory" . . . "looking for a more challenging position", or "looking for a position with greater or deeper impact on communities or catchment areas served" . . . and then follow up with how one envisions their new role, and how they would add value if hired.

  22. Darwin Kysor

    I agree. One can also focus on the future, not the past. Where you are going to, not where you are coming from.

  23. Anonymous

    "no clear path for growth" . . . "no avenue for leadership or planned career trajectory" . . . "looking for a more challenging position", or "looking for a position with greater or deeper impact on communities or catchment areas served"--yes these are all cliche and generic answers that we've heard. Both the interviewee and interviewer know it's all canned responses. It's a shame this is the way it is and there isn't more transparency. People could save themselves a lot of trouble if they were just upfront.

  24. Afo Ogbeyalu Kalu

    It only is only generic or "cliche" when not put into context, and/or not followed up with what that specifically means to one's situation, and how the candidate foresees their role if hired (which I stated in my earlier reply).

  25. GirlBossanova934974

    My response? It all depends. Depends on the person you talk with and to a large extent, their number of years of experience. I have found that younger managers these days just cannot handle the truth and have difficulties expressing themselves. They have a tendency to live in a self inflicted bubble of the perpetual happy face. Half the day is spent behind closed doors, playing politics and doing the passive aggressive number. From my several decades of experience, I learned the MOST from fellow employees who told it like it was. Some of them were difficult to deal with at times BUT IN RETURN, you got a first rate highly skilled employee who was worth a dozen so so employees. MY specific take? It is perfectly fine to criticize past employers as long as you keep out the NAMES and TITLES of those whom you refer to. Stick to overall commentary such as "the incentive system had several problem areas where managers pursued goals which were not in line with the company's best interests" or the performance appraisal system had many large gaps. This show me you are paying attention! Being like the herd and running off the side of a cliff is rather foolish, no? Ask many former employees in the TECH SECTOR these days. Business models that made ZERO SENSE and the results are now clear..........

  26. Maggie Stone

    Anonymous exit interview?

  27. Anonymous

    I agree 100%, I have 20 years in corporate America and the good employees are always getting abused and then expected to lie when they leave.
    Nope! Bad companies shouldn’t be secured in hiring more people and trapping them and then get away with it. I spoke honestly about my last employer to my current and they understood. We shouldn’t be lying on corporations that would rather push out employment and say no one wants to work then practice more accountable behavior. This is why I am happy that some companies are losing money and being exposed on everything from union busting etc. We get to wean these toxic companies out and replace them with better more fit ones.

    Especially after Covid, the job industry is just becoming more toxic. Let’s not forget all the tactics used like ghosting etc ?!? If corporations can constantly make a mockery of ppl and then cry wolf in the next breathe… then we can be honest. We realistically should be honest about all of it. It’s get talked about on LinkedIn all the time. Why are protecting companies like they are worth lying for?!?

  28. E C

    Employers will say state the individual is not eligible for rehire if the company had a sufficiently poor experience and terminated the person. Why can't employees say, "I would not consider working there again" if we "fired" that company or one of their managers? Fair is fair.

  29. Lorna Rose, J.D., M.S.

    I can try to answer your question if you’ll explain what a young Meth “child” is.

  30. Kelsey

    Agreed! I look at overall work history, find trends and try to determine - was it every work environment or just the most recent? And ask "what could you do or suggest" questions to determine if the candidate disagreed with all prior leadership or just the most recent? Most likely, a difficult personality will have more occurrences (a trend) than a good candidate that has one bad experience. I actually enjoy hearing how if they were given an opportunity to take on a leadership role at a previous work environment, how they would have done things differently. It refreshing to hear the different approaches!

  31. Anonymous

    Honestly? I'm not feeling this. Now granted, you did say it is an UO, but looking at the comments it would appear that many would agree with you. If you have had a negative experience, whatever that may be, there are ways to "creatively" share that in the interview. It doesn't need to turn into former employer bashing.

    Now, with that said, after a very negative experience many years ago, I left that job without having another lined up. The company that eventually hired me, they were familiar with my former boss. The interviewer told me, "you don't need to say a thing about your former employer, we are very familiar with them and understand the environment you worked in"

  32. Marcia

    I have had very similar! During the interview they named my (at the time current) supervisor and made some comments that showed they knew exactly what I was dealing with. Nothing inappropriate or unprofessional-but enough to let me knew that they felt my pain

  33. Anonymous

    I thought this too when I was just starting out in the professional world. But quickly learned that it’s just not classy to bring up negative things about your current employer.

    Plus it sends a message that if I’m complaining about my current employer to a potential employer, then I’m labeled as a complainer in general and I’m just going to complain about everything.

    There are plenty of code words and phrases that hiring managers and recruiters identify and can read between the lines.

    “I’m just not learning anymore” - translation, this job is boring.

    “There’s no room for growth” - there’s no way I’m ever going to get promoted because my boss is evil.

    “The company’s goals don’t align with my values” - the CEO is crazy.

    “I’m looking for a remote position” - these people want me to come in to an office and I hate that.

    These are exaggerations but you get it I hope. You just have to know the lingo.

  34. Anonymous

    It's a shame that it has become soo cliche and candidates and interviewers just can't tell it like it is, as it would save soo much trouble. You can't say it was a toxic work environment, boss is an a-hole, mgmt put a bunch of monkeys in charge, etc.

  35. Anonymous

    Exactly. I’m for the “tell it like it is”, saves all of us time, energy & resources.

  36. Anonymous

    Another problem with “telling it like it is” is that it makes you seem desperate.

    So you tell the recruiter this is a toxic work environment. My supervisor is a narcissist.

    Then that sends the message that you’re desperate. You’re desperate to get out of your role/company, and you desperately want sympathy, and you desperately want another job right away.

    The recruiter is going to pick up on that and think wow this person is flighty, or dramatic, or maybe a little crazy. Red flag. Next candidate.

  37. Anonymous

    Thank you for the translations - they made me laugh and you’re spot on!

  38. Kim Pfeiffer

    Or simply state that the job is not a good fit and leave it at that.

  39. Anonymous

    I’ve tried this before but unfortunately have been met with “well you’ve been in this position for X amount of time, why leave now?”

    And if you “leave it at that” that seems sus. Like what happened?

    Not providing an adequate answer is sometimes even worse than trash talking.

  40. Anonymous

    There are ways to say it that don't make you sound so negative.

    I think that's sometimes the problem. You don't want to make yourself seem hard to work with.

    We've had success with "it was the wrong cultural fit" and that opens the opportunity to say that you thrive in a more collaborative working environment to a more aggressive one. This also helps you determine if the one you're interviewing for is the right fit. If it is, they'll agree with you and accept the criticism for what it is.

    Just an example... think through the wording pre-interview.

  41. Lorna Rose, J.D., M.S.

    That’s what I thought, but since you put the word “child” in quotes, I wasn’t 100% sure if that meant something else and didn’t want to assume incorrectly.

    “The person responsible for training me was dealing with challenging family matters at the time I was hired. After two months on the job, I didn’t feel prepared or supported enough to do the job as well as I should have been, so I chose to move on.”

    Side note: ‘disabled’ is a much better way to refer to a child (or anyone, really) who was born addicted to something, especially in a professional setting. It wouldn’t bother me at all if someone referred to me as disabled, but I really wouldn’t love it if they referred to me as a crack baby, even if it is true.

  42. Sheila Phields

    I’m in 100% agreement. I’m currently in a contract consulting position where I’ve been treated horribly by the key stakeholder that hired me. It’s been a painful year, but I’ve learned so much. She is aware of my leaving at the end of my contract, because of how badly she’s treated me. The rest of the project team is also aware and are very disappointed to see me leave. Luckily, I’ve made a very good impression on many of influence. I have numerous opportunities that have arisen during this past year of hell. She’s retiring, and I’m moving on to greener pastures.

  43. Anonymous

    Sorry you’ve had to go through that. But, it’s wonderful you took the opportunity to learn instead of focusing on the negative. Your star status clearly shows the impression you’ve made on everyone (minus the key stakeholder). Good luck in all your future endeavors!

  44. Sheila Phields

    Thank you!

  45. Anonymous

    People typically leave companies due to bullies. Bullies are usually narcissists therefore they have 99% of the people on top in their pocket and fooled.

    In the eyes of the company the bully is not the issue the victim is the issue. So you go on interviews determined to not land in another bully situation and first thought is to be vocal. It sounds perfect to explain but the reality is a smart person is going to know there are 3sides to every story so taking you on is now a risk. They risk bringing in someone that creates drama.

    Hopefully it makes sense why they say not to say anything.

    There are a lot of creative ways to find out about the culture but bringing up a negative experience is never it but I truly with it was. I wish we could be transparent because this fake front everyone is required to put on during interviews is exactly why people end up in bad situations and companies hire the wrong fit.

  46. Anonymous

    How can make such a broad and damning statement without any data? That’s irresponsible.

  47. Melissa Verdoni

    there is no need to have data , upper management will ALWAYS protect the peope higher up , it s easier for them to just not deal with anything and just do nothing . i told my boss about the cleaning lady in our MEDICAL clinic, she empties the trash and does little else , the floors are DIRTY, not washed, and that her only job a part from taking out the trash. the answer from my boss ..... well she has been doing it for 10 years so she MUST be good and you are just bitching. clearly i have PROOF the floors are not washed, bposs like to pick on CERTAIN peopple only. and not DO their ACTUAL job. everyone knows how it is in most workplaces.

  48. Anonymous

    It is accurate. Most people leave companies because of bad bosses or coworker issues. That is pretty common knowledge. I'm transparent in interviews to a professional point -- but what I have learned is to RESEARCH. Before I even set foot into a company, I learn as much as I can from prior employees, my network, etc.

  49. Caitlin

    I agree with a lot of the comments. There's honestly describing a negative experience in a tactful way, and badmouthing a prior employer. Unless the employers were intentionally bad (like, racist or sexist), I think there's usually some way to take a step back and understand the broader context of what's going on at a company/organization, even if it was terrible for you. I've found that often it's either a systems issue, or due to one or two bad managers. So I could say something like, "the company chose to go in a direction that I didn't agree with" if I'd tried to lobby for changing how we do things to be better and hadn't gotten anywhere, or "I simply outgrew my opportunities there" if it was something to do with not being promoted or given the chance to do more higher-caliber work. Or I could say something like, "I'm looking for a chance to work with a team that really fosters my growth and learning" which implicitly states that I didn't get that chance at my last job!

    As a previous poster pointed out, I feel that if you're eager to talk sh*t about your previous employer, chances are you'll be looking for a chance to find something wrong that you can hate about your next one, too. (And no employer is perfect!)

  50. Shelby C

    There is a right way and a wrong way to handle it. Any good interviewer can see through the lines and understands that good employees leave due to toxic management. The last thing that we want to do is hire someone that brings the negativity with them.

  51. Bridget Harrington

    The most I have said negative about a prior employer in an interview is something like, "The culture was not a good fit for me because...." I don't expound on the specifics. However, I have left very detailed reviews on LinkedIn and Indeed. Those are anonymous, yet you can go into details provided you don't give actual names. One employer, I was truthful about, "Upper management is nepotistic - it's who you know and not what you know that drives opportunity - and they only hire outside the company to have new scapegoats. Let the turnover be your guide."

  52. Audrey Kirsch

    Toxic individuals don't see themselves as toxic. If you talk about your negative experiences, they won't see themselves in your discussion so you could still end up in another toxic situation. While I agree that honesty in describing a negative situation is a good thing, I feel that it is more important to watch for clues in an interview so you don't wind up in a similar situation. Know what your boundaries are and what you won't tolerate again. There will be plenty of opportunities to share your past experiences once you get hired somewhere you feel appreciated.

  53. Anonymous

    Being able to properly communicate a previously negative job experience is an art. Of course it would be great if we could be truly open and honest in job interviews. However, there are lots dangers to being honest to strangers, a large one is that the interviewer assigns the negative attributes you describe to you.

    You say, “I left because of a toxic environment of backstabbing.” They hear that you, yourself are a toxic backstabber, after all you worked there too. A large reason people give the advice to not trash talk your previous employers, even truthfully, is that you may be trash talking yourself.

  54. mary alice howser

    I think in this current climate of employers struggling with short staffing employees are more empowered than they have been in years. I cannot imagine being in your shoes in terms of the hatred and threats you experienced. If anything like that happened to me in todays climate, they would see me in court. But that doesnt mean you were able to do that when this happened to you and it seems like you made the best choice for yourself. I just want you to know that today as an employee I feel empowered to assert my rights if anything like that were to happen to me, not just with being candid about bad past employers, but also hateful language like threats of gang rape you experienced. Luckily today there are more legal resources than ever for women in business specifically for threats of that nature.

  55. Nick Kossovan

    It takes 2 to tango, right?

    When a candidate tells me something negative about their workplace the first though I have is, "What part of this did this person have?"

    A toxic workplace requires participants. You never want to take the chance you'll come across as one of the participants.

  56. A Carr

    Well neither should assumptions and you just made an assumption that they maybe the reason that the place is toxic. Just because someone wants to let the company know there are things going on doesn't mean it's that person that's causing it.

  57. Janet Parkhurst

    Hi Nick. I understand where you're coming from, but I rather suspect you are applying a "blame-the-victim" attitude. Nothing is that cut and dry. Now, if the applicant has had a STRING of fast exits, that's another story. But plenty of good people get sucked into bad situations--mostly due to misrepresentation by the employer. Sorry.

  58. Anonymous

    "Blame the victim" sounds *exactly* like what is going on here, mainly because he says "the first thought" he has is "what part of this did *this* person have?" [my emphasis).

  59. Anonymous

    I think if you have a negative experience that I s making you leave you owe it to let HR know what it was, in the hopes that they will take action so it doesn’t happen to other workers still working at the place you are leaving. I know someone who wasn’t honest in their exit interview because they thought it would be a safety net to come back to snd didn’t want to be honest. Seriously made no sense!

  60. Shelly Edwards

    I agree with you, but there is a professional way to handle it and a highly unprofessional way to handle it. Providing feedback in the form of "this place sucks" is not helpful, but providing a list of example of what they could do better if they chose to do so is better. The way you handle it will determine if you are burining a bridge or providing helpful feedback

  61. Anonymous

    It always catches my attention if the candidate has had a stable work history and all of a sudden is leaving shortly after starting a new job.

    I’ve also been on the onboarding side where new ee’s confided in me (since I would build a relationship from before the 1st interview), and they’d be honest when bringing me their equipment.

    The most common reason is the JD was nothing like they the actual job.

  62. Anonymous

    I did this. Left after 3 months when the VP literally said they had to make sure I wasn’t wasting their time or money. Prior to that job I was 15 years with previous employer. On my exit interview I simply said expectations were not as expected.

  63. Lorna Rose, J.D., M.S.

    Yes that makes sense, but you also described them as young, so that’s where my confusion came from. Regardless of their age, they are somebody’s child who was born disabled by absolutely no fault of their own. However you choose to talk about disabled people across your dinner table is one thing, but I would caution against using phrases like “young Meth child” in a professional context. You never know if/when a person who was born addicted to drugs will be the one signing your paycheck or your termination letter… and, as many of us were born in the late 80s/early 90s, it stands to reason that there are a lot more of us than you might realize.

  64. Anonymous

    Also, ladies please don’t be afraid to leave toxic environments if you can afford it. It’s not you, it’s them. You don’t want to drag out something and make it worst. I’m submitting my resignation tomorrow after four months at the worst job I’ve ever had. I wish I would’ve left the first week or month. I suspect this will not end well. It’s such a hard lesson to learn, but I’ll be extremely diligent next time. Unfortunately, I was in a very poor mental state when I joined. I read a post on r/jobs from a guy who was in a similar situation, and he didn’t hesitate to leave a toxic job after a month. He didn’t punish or blame himself for making the wrong decision. I, on the other hand, felt so guilty about leaving my last job for this toxic one and punished myself by staying three months too long and not looking out for my own best interests. Please TRUST your intuition and get out before you are in too deep. There is no upside other than knowing what red flags to watch out for next time.

  65. Anonymous

    Sorry you were in a poor mental state @ the time - that can definitely cloud your judgment and/or intuition. Hopefully, this toxic experience won’t have a negative impact on your MH, but rather a positive one because you’re outta there in less than 24 hours! Good luck on your endeavors - wherever they may lead ?

  66. Anonymous

    ? percent agree

  67. Anonymous

    What is toxic to one person is nit necessarily toxic to another. We in management have learned to seek context and understanding so we may balance the facts and nuance.

    If sharing your experience helps you heal and move forward then by all means share.

  68. Anonymous

    Please don't lump all of management into your statement. Many times, managers are the ones creating the toxic environment in the first place.

  69. Anonymous

    This?

  70. Anonymous

    I recently had this experience, and I just decided to spin it positive in the interview that I wanted to have new opportunities to use my background and experience.

    I didn't need to go into all of the negative drama at my last employer's office, no one cares, and it makes you look crazy.

  71. Kim Pfeiffer

    I’ve never had a problem in an interview either as the ER or the EE simply stating that the new job was not a good fit and leaving it at that.

  72. Anonymous

    We learn a lot about candidates from what they say about previous employers! We always ask why they're moving on, we like candidates who don't candy coat it, but who aren't disparaging/nasty, either.

    We also ask some strange questions (things like "would you rather fight a 100 duck-sized horses or 1 horse-sized duck"), and listen for their thought process.

    Interviewing is one of my favorite things to do as a manager. <3

  73. Just looking

    Wow--I think it really depends on the terrain. If there's a good place to climb up and away i could get to quickly, like a ladder up to the top of a secure building, then 100 duck sized horses. Otherwise, a horse sized duck--as long as it wasn't in the water. LOVE that question. Thank you. It made my day. Also agree with you on listening to the candidate and what it can tell an interviewer!

  74. Anonymous

    Aw, thanks for this. :)

  75. Cindy Glover

    Hahahaha!

  76. Cindy Glover

    Lmao! Me too

  77. Justine Melo

    I've wondered about this too - how one handles the issue in order to not make oneself seem petty or bitter still seems pretty important. But we can rehearse that stuff. Employers always wonder why one is leaving a job even though it is illegal to ask. Espec. if the position we are applying for appears, on the surface, like it would be a step down from our previous position. Little do they know.... nearly any position is a step up from working in an emotional or political sewer.

  78. Angela Mason

    You are singing my song!

  79. Bradford McCormick

    The problem, of course, is that not all hiring managers are up to your standard. But if the candidate has a choice then that's not really a problem, since who would want to work where they cannot tell the truth about situations where they did nothing wrong? "Well, candidate, I am very sorry to hear that. Thank you for sharing. We are not like that here in XYZ Company."

  80. Cindy Glover

    That’s precisely how I feel - I wouldn’t want to start nor have someone come work for me feeling like they have to lie. There’s many ways to explain how things may not have worked out but there’s 1000 ways to do it with character and grace.

  81. Anonymous

    If shared with honest intentions and described constructively of course.

    Leave ego and drama at the door.

  82. tamara hurwitz

    Everyone leaves for a reason. If the job was perfect, you wouldn't be leaving.

    If you spend time talking about that in an interview, it can convey 2 things: potentially that you would talk badly about the current company and 2, that you aren't focused on how you can help improve things for the organization.

    Its not a judgement on whether or not you should, I just don't know if it serves a candidate best to do so.

  83. Anonymous

    A lot of interviews I've had and conducted have included a space about why they're leaving their current situation. So it's not always the interviewee bringing it up. Finding a way to do so in a professional manner actually shows that you can be respectful despite a less than pleasant situation. As someone else said, it can also give an opportunity to convey ways you attempted to problem solve (another common question), and how you reacted if/when it didn't work (also a common question).

    How the candidate responds and whether they can demonstrate the ability to navigate a delicate situation as well as deal with the fallout if the solutions fall through can be a good indicator of how they will behave in your company.

  84. Gaby Cadena

    I love this! A lot of times, leaders will ask- did you contribute to the organization to improve ---what ever the issue is. If the answer is no, you may look like you were disengaged from the beginning and have many negative connotations. If you say yes, sharing what worked and didn't work and suggestions to improve the company for future employees could be beneficial.

    What's important here is how you carry yourself, deliver this message, and know the company overall. Sometimes it can be tempting to share feedback without having all the details, and it can make you look bad. I'd love to see what other people think- thanks for this post! Food for thought!

  85. Paulla Fetzek, MSEd

    I agree. But, it's not making negative statements that could be the problem, it's how you convey the negativity.

    If an interviewee said to me, "I left my last job because my boss was stupid." What am I supposed to think?

    But, if an interviewee said, "Unfortunately, the new head of the department decided to move in a direction I don't believe I was suited for." I'd admire the respect the person displayed, while at the same time be curious as to what the issue was.

    Former employees should never feel that they can't honestly discuss their past jobs - the good AND bad associated with them. Most interviewers know that jobs aren't perfect - or else, why would someone want to leave?

  86. Anonymous

    I think currently there is still some stigma around saying anything negative about why you left, regardless of the situation. I do agree that some of that can come down to the perception of how it is said. I would prefer that my interviewees be open and honest about past experience, because you never know when a candidate may express something that shows they'd be a great fit.

  87. Charissa D Corder

    In today's new world of constant re-organizations, one can land with a poor management experience. This happened to me recently. Extraction was painful and took quite some time as this took place during the pandemic and this manager was determined to keep me on the team despite my requests for transfer to another team and stretch assignments.

    In looking at interviewing outside the company, of course, no one really has any interest in one's less than stellar experience with a toxic work space. Indeed even my own HR was stunned to hear about my experience. It is presumed that the worker (you) will make every attempt and effort to overcome a bad situation regardless of who created it.

    Remember few people outside of the situation really care about anything else other than how the individual handled it. Make this a positive thing in your favor as the interview is your time to be optimistic and upbeat as well as show your individuality and willingness to stand up for what is right.

  88. Anonymous

    I left my last job after over 20 years. You bet your bottom dollar I was upfront about why I was leaving. Both to my employer in the exit interview, and in hiring interviews.

    AND it wasn’t/doesn’t have to be pointed. “I’d become too valuable in my role to be moved, but there was no organizational upward movement possible in my department” is honest and sounds better than “the pay and job stopped but since I was 2-3 people and had decades of experience no one else in the company had, they couldn’t move me…and were too shortsighted to pay what the job was worth.” Or “While I’m a team player, at some point life balance becomes an issue” sounds better than “a normal day was 11 hours, more a couple times a week, sometimes a lot more, with the expectation of unpaid 24/7 availability and phone calls several times a week overnight.”

    That sort of thing.

    plus it tells perspective employers there’s a line. My line is well paid. I would’ve stayed another 20 years—but my pay had only barely kept up with cost of living… while the job grew and grew.

    Someone else’s line might have been the hours. Worded correctly you can convey that info to prospective employers.

  89. Janet Parkhurst

    Well said! I love it--honesty, but worded in a positive way that showcases your strengths, and relays your expectations in your new role. Beautiful.

  90. Anonymous

    I absolutely love this response, that is perfect! How do you think folks will react when that's said for your reason for leaving? I've been on a job search for about a month after quitting a toxic director who did this exact thing to me. He even went as far as to block any transfers to different departments when I was asked by another manager to move to them, and he's now made me ineligible for rehire there, even though I've had a stellar record there for over a decade. I've been telling interviewers that I'm looking for professional growth and development, and sometimes have been turned down for a company simply because they couldn't offer that and they said, "we didn't want you to do a lateral move and not get the growth you're looking for", and I was qualified and wanted the job, but couldn't tell them the real truth as to why I left. Advice? Can I actually say that in an interview (had become to valuable in my role), or do you think that would backfire as well? I wanted a career but at this point I'd happily settle for a job.

  91. Anonymous

    If a former workplace advises that you are not eligible for rehire but you have other references who speak well of you, that should neutralize that. If the place you're interviewing at relies only on a former hiring manager's opinion of you then they did you a favor by not hiring you. You can admit that you attempted to get promoted but there was no room for growth.

  92. James Christine Parker

    I think it can be done tactfully. I've expressed to potential employers about my last one's bad management by saying things like, "I value employee courtesy/promise keeping/deadline respect/customer service/whatever, but my supervisor there had other priorities."

  93. Eloisa Jacinto

    Agree with you here. For as long as you don’t badmouth the organization and its people. You can say for example “I feel I need to dedicate time for my personal growth which I don’t see as possible in my current work.” No one can invalidate your feelings.

  94. Anonymous

    I hear all the responses but nothing like discrimination for e.g can be sugar coated.
    As a woman of color it was a painful experience and I shared that passed experience in all my interviews to express my value for diversity and inclusiveness. If any company see that as a negative then I have no business wanting to work for them anyway. Period.

  95. Anonymous

    100% Response can definitely be a great weed out for places you don't want to work. And, if a company judges someone for being a squeaky wheel regarding discrimination, that's a HUGE red flag!

  96. Anonymous

    I had an interview yesterday. The COO asked me why I’m leaving my current job. He even gave himself as an example. He said he was with an agency for 18 years but left when it became too toxic. He asked me to be candid and stated that there would be no judgment. He only wanted to learn about me. And he was true to his word. The interview was very laid back and casual. I’m glad he asked, and I was happy to answer.

    There are employers who care. I think - whether it’s expressly stated or not - hiring managers, etc understand that the work environment isn’t as cut and dry as it once was. That employees are less willing to tolerate varying levels of burn out, toxicity, and dysfunction.

    I only wish more hiring managers were as genuinely considerate and interested as the one I had yesterday.

  97. Nick Kossovan

    RE: "He asked me to be candid and stated that there would be no judgment. He only wanted to learn about me."

    You lucked out being interviewed by someone like this. Hope you got the job.

  98. Anonymous

    He seemed to like me quite a bit. I was invited for a 2nd interview. In person this time. Meet his team, people I would work with. I accepted immediately. I hope it works out long term!

  99. Anonymous

    Wow so encouraging to hear this! Hopefully there are more hiring managers out there that get that there is more than one truth and not automatically side with other managers in their heads and assume interviewees are lying, exaggerating, being crybabies, etc. That is why so many job hunters are tempted to lie.

  100. Cindy Glover

    I received the opposite- they were nervous about me leaving if I didn’t agree with them in the future

    why can’t interviews be human?

  101. Communication Coach

    People can say about anything they choose. The idea that honesty means saying anything is not one of maturity. Words have consequences.

  102. Anonymous

    I had a tough time after I lost a job 4 months after confronting one of my bosses about his flirtations and touching.

    I eventually won a large settlement but it wasn't worth the prolonged and traumatizing HR witch hunt. Not to mention his subsequent stalking behaviors. They had to TRY to find anything negative because the retaliation immediately followed a 2K bonus and a raise (6-month review). I knew I wasn't ready to go back out and interview yet because I actually tried to discuss this tactfully and broad-strokes-wise and ended up in tears in a job interview. I was still dealing with the trauma.. I learned that people just aren't ready for actual honesty yet. Someone finally told me to just tell prospective employers it was a 1-year contract position. And since they're allowed only to state when I worked there and what my role was, that's what I did.

  103. Anonymous

    You're correct on the "I learned that people just aren't ready for actual honesty yet." Whoever gave you the advice on the 1-year contract position did well in telling you that.

  104. Anonymous

    I wish that you were correct, OP, but new employers don’t want to be burdened with the candidate’s negative experiences.

    Better for the candidate to manage the negative experience in a support group, through counseling or through conversations with friends.

  105. Anonymous

    It's not what you say it's how to say it. Context is key. I've been through something horrific and I had to say something as I interviewed, so it justified why I would be looking soon after starting a job. I said it in a way that was necessary without trashing anyone but communicating why exactly I was sitting in front of them. I could not flourish and be effective in the current environment I was in, I don't job hop, I accepted the position under the best of intentions, but I can't stay somewhere that is not best for me either. It's like staying in an abusive personal relationship just because it just began. Well, no, so why would you do it on a professional level? You don't.

  106. Anonymous

    Or the opposite- if you've been with a firm so long it's "Why are you leaving now?" Because the work situation I was in doesn't resemble what it was when I started working there and it's taking a toll on my physical and mental health. Nobody should be expected to "stick it out" just because they've been at a place for years.

  107. Cindy Glover

    That’s what happened to me just today - 3rd interview and then they stayed on the topic of it sounding weird how I left / I was professional and said the company was purchased and I didn’t feel we had the same ideas or structure- didn’t leave on bad terms.

    could I have said something better? Of course but all the positive vibes in the first 2 interviews made me think it wasn’t an issue - the truth is they sucked the life out of me - 75+ hours per week….and I feel like I just allowed them to assist me in tanking this position- I want to scream

  108. Anonymous

    I understand your perspective, and it’s true that new employers often prefer to focus on a candidate’s potential and skills rather than past negative experiences. However, it’s also important for candidates to find a balance.

    It’s about finding the right moment and way to share these experiences without overwhelming the new employer. Testing the waters carefully can indeed be necessary at times.

    Example: During my time at [Previous Company], I faced some challenges that taught me valuable lessons about [specific skill or quality, e.g., conflict resolution, adaptability]. While it was a difficult period, it helped me develop [positive trait or skill], which I believe will be beneficial in this role. I’m committed to bringing a positive attitude and the skills I’ve gained to contribute effectively to your team.”

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