Exact Reason - Resignation!! Can We Disclose In Interview!!!

Hi all,

Please pour your suggestion

Whether a person (senior/top contributor/best performer) can say the exact reason why he had come out of the X company, why he had resigned etc.,... in the forthcoming job interviews.........

The reason may be

1. Because of deferred bonus without no reason (announced in appraisal)

2. Because of less % of high ( not given as promised before completing task)

3. Forced to stay for one more year

5. Not given proper designation as said earlier

6. Change in designation not related to the appointment letter and work

7. Demotivation and some useless comparison

8. Deduction of salary for excess leave ( 8 days) and not seeing extra days of excess work ( for 3 months worked excess 5 hours in night and 9 sundays/holidays)

9 Having some illegal relation with the junior person - degrading him for bringing the junior to the senior's position...

10. All this happens being a top contributor since day one - praised by the same Head

What has to say in the interview about the reason for his resignation in the previous company..

Please pour your suggestions as it is most urgent........

As a HR what you people will expect ...

If he say the truth will you accept it.............

While during employers' reference if that fellow cookup stories to take revenge ... what you people will do....

Awaiting for your replies....

Vennila

Hi Vennila,
As an HR person, we expect truth from any candidate but if this is the truth then there would be question mark on candidate's stability and integrity. All the reasons you have mentioned happen with more or less everybody in almost every organization at different levels and different capacities but these are too petty issues to resign. Such issues need to be talked about and resolved.
A complaining candidate is seldom welcomed in any organization.
HR person generally looks for a more viable reason from any candidate which could be career move, relocation, growth, learning opportunities etc etc.
Thanks,
Yash.

Hi Akka,

As mentioned by our friend below, the todays HR has lost its brain, and it is the bad luck , fate of the candidate that he got an opportunity to work in a Company, which had him experiencing any one or more of situations as mentioned above by you. It is just common sense that initially the candidate must have tried his best to solve, compromise the situation, but when he found that even though he is honest, and true to his profession, but just because of one reason that the persons doing wrong are more influential, powerful than him he is forced to resign his job.

So in such a situation how the HR can just expect the candidate to solve the matter by discussions and resolving it as mentioned by our dear friend YASH, wherein YASH has also termed these issues as a small petty issues, whereas in practical / reality these are not at all petty issues.

For this a statutory body must be formed who can fight for the grievance of the candidates against the company / or in particular the person doing injustice. I have seen companies, who regularly harass candidates, and instead of taking initiate to fight against the company / employee of company who did wrong, all candidates quietly resign and also tell a fake reason to the HR, as telling the truth would again deprive them of the job, as the HR thinks its a petty issue. In these type of companies usually a circle goes on:

Candidate Joins -----> Faces Injustice / Harassment -----> Resigns

----> warns his friends about the company -----> END

then again

NEXT CANDIDATE JOINS -----> and so on.



This will go on until there is some assurance from some statutory body, who will fight for cause of the candidate, which would motivate the candidate to fight back for his right rather than quietly resign, which he does MOSTLY as he thinks it will affect his career, during further interviews and reference checks. If he fights alone and is not successful his whole career may be spoiled. So the candidate choses to resign quietly and also does not mention the real reason, because he knows the MENTALity of HR and assumes that he would not be selected if he tells the truth. So in such cases it is better to lie.

Hi YASH,,,
If the HR thinks like this, then tomorrow there is a a theft somewhere and in the scuffle the shop owner is injured and thief runs away, but the police tells the shop owner that it is a petty thing and how did you let go of the thief, and refuses to accept the complaint, just because for the police it is a daily game of hide and seek with thieves wheres for the shop owner it is not.
May be for you as an HR these may be petty issues, as it is your daily dose, but it is not so for other employees [those who are not from HR]. They daily HAVE TO DO THEIR WORK, and the injustice and harassment done to them , demotivates them, and lowers their performance, and ultimately results into resignation.

Hello
I always believe asking a question why do you want to resign from the existing Job is a WASTE!
I ask this question but generally ignore the replies too.
The fact remains that he wants to resign and it may be little difficult to find out the hidden reasons.
I have changed five jobs and I also have given reasons like Designation, salary Job Content etc. But I , and I only was aware of some hidden reasons....could be family,could be financial,could be bored of this job,...and I can name a few.
My advice is take it on the face value,examine, believe and look at whether he would perform in your organisation.
Siva

Thanks Yash,

If this situation comes to you what you will do....

You have discussed, convinced, argued, and you are supposed to get relieved with so much of troubles eventhough you are the best contributor to the company...............

The company has given some useless designation in the name of promotion............ argument, request, discussion went on waste........

To retain for specific tough project, they promised to give so much high and bonus, after completion of the project if they not keep up the promise what will be your reaction???????????

Because of the resignation they have not given the experience certicate, salary certificate.... What the employee can do?????

Now with the present designation it is tough to get an interview call...

Will you be quiet and continue in the organisation...........

If selected somewhere they are giving worst feedback...... unrelated feeedback... what you will do.....

Thanks thambi Ravi,

It is very tough and gives lot of worries to tackle the situation......

Being a top contributor and performer why this happens ....................

Thanks Mr. Sivasankaran......

Sir, thanks a lot for your reply...

Pour some more comments to guide us..........

Mr. Sivasankaran,
You are giving advice to HR people to select such a candidate...
But please give suggestion to the employee, how to face this situation...

Dear Vennaila

All reasons for anyone to look for a job change could be broadly categorised into four heads.

1. Very personal and family reasons (like childrens education, parents health,spouses health,etc.)

2.Career related which will include Job content,salary and designation(This also includes company plans,size company's potential to grow.

3. Job peripherals like atmosphere,boss,colleagues,team,distance,(Partiali ty and favoritism)

4. Difference of opinion.integrity issues/quarrels with boss/any other relationship/lower rating on performance etc

While it is easier and could be convincing, when a candidates gives reasons on areas (1) and (2), it will definitely be embarrassing for the candidate to explain reasons under area (3) and (4).

I would advise candidates to be honest in giving reasons.

But reasons under 3 and 4 will have to be carefully worded.

Whenever we look for a change, there are more than one reason.And definitely, give one reason from area 1 and area 2. If you have a reason from area 3 or 4, carefully word. For example, you would not say I was rated low this year hence I am looking for a change. Instead you would say," I get a feeling over the past three years, performance is not being recognised in this company".

Many Senior HR people will understand the hidden meaning in it!!

I normally check in such instances what had been his ratings in the past three years. If he were happy for two years and he is not happy only this year, then I would infer that he is generally good and only this year his performance is not good.I will select this candidate.

Am I clarifying enough?

Siva

HI Vennilla Natarajan,
The hr managers are to be first trained in these kinds of companies towards attitude,psychological anticipations of concerned employees whether he is an Labour category or managerial.
Human values are not considered everywhere and this needs a fact finding team in every organisation and not a fault finding analysis.
If the aboove few points are implemented, then there will be a minimisation of incidents as you have told.
with regards
Rashmi

As far as possible one should be realistic, rational and convincing! If you try to conceal the truth, it may add up more lies and will end up into loss of confidence.
Everybody will have their own personal reasons for a quit. Not necessarily we will have to mention what exactly went wrong.
The answers should be reasonable,convincing and strongly universal.