Explaining Job Changes So You Can Get A New Job!
Explaining Job Changes So You Can Get A New Job!
August 25, 2022

When the topic of job changes comes up — don’t change the subject!

Like every question at an interview, your answer can either add to or subtract from your chances of getting hired.

When a recruiter asks you something along the lines of “why did you leave your last job?” (or other notable jobs on your resume), they are trying to assess whether you are a ‘flight risk’ and whether you can handle a certain type of work environment.

A ‘flight risk’ is a job seeker only looking for short term employment, or who is likely to leave before the employer has recouped the cost of hiring and training them. The term can still apply to short term jobs like seasonal work, if a job candidate is unlikely to even stay for the season.

Believe it or not, the costs of hiring a new employee can be astronomical, and it consumes time and other resources which can hold a business back. That’s why recruiters want to know about the times you’ve previously left jobs — so they can assess how likely you are to leave this one, and how soon.

This question also lets them explore what doesn’t work for you in a work environment. They’re looking to see if you’ve had conflicts with previous employers, so they can decide if you would be likely to have a similar issue with them.

So how do you reply when this question comes up? Here are a few key points to explaining job changes so that you can get a new job!

Be Honest

Like everything you tell a recruiter, it should be the truth.

It’s easy to want to embellish positive events, or to paint over negative ones, but more often than not those lies will come back to bite you in the butt.

Your recruiter may contact past employers for references, so be sure your story would line up with theirs.

Choose Your Wording Carefully

It’s not just what you say — it’s how you say it!

A common mistake that job seekers make when discussing job departures is how they refer to the departure itself. Here are some better ways to describe yours, based on what happened!

If you were LAID OFF, do not use the phrase “laid off” (it can be confused for “fired”). Instead, try saying something like “the company could no longer support my department financially” or “the business decided to close down operations for my division”. These answers showcase that you were aware of the business’ direction, and that it was a company decision — not a choice to lay you off personally.

If you QUIT TO ACCEPT A NEW JOB, do not focus on leaving the first employer. Instead, try to focus on how you were “recruited by the new company for your ability to do ____”. In this way, you minimize any concern about your willingness to quit, and maximize your value to your potential employer.

If you QUIT FOR PERSONAL REASONS, remember to focus on the professional instead of the personal. Perhaps you were dealing with mental wellness issues, or you were raising children, or tending to a sick family member. Whatever your reason is, the emphasis of your answer should be on your intention to return to work. For example, “I was fortunate to have done well enough at my previous job to remain financially stable while I took time to care for my first child, but my intention was always to return to doing the type of work I love”, or “I took some time to work on my skills and find an employer whose values were more in-line with mine”.

If you were FIRED, focus on the conflict from an objective point of view and how you grew as a person and professional. Your answer should be honest, but simple. Don’t get into any personal conflicts or opinions you may have about that employer. For example “My employer and I had different priorities for my performance, and they decided to end my contract, so I am looking for a company that better shares my values.”

Conclusion

Don’t be embarrassed about job changes, whatever the cause. These can be difficult conversations to have, but the average person goes through at least 5 major job changes in their lifetime. If you need that extra boost of support, ReStart’s Employment Consultants can help you prepare for questions like this and ensure you put your best foot forward!