5個禁忌的離職原因 - 離職

By Vanessa
at 2014-03-27T21:13
at 2014-03-27T21:13
Table of Contents
面試時,經常會被問到”你為何離開前一份工作?”這一類的問題,這時,選擇與工作能
力關係不大、不失真且近於人情的離職原因會比較恰當。如果談到細節要如實回答,否
則將有損自己的誠信度。以下是5個不盡安全的離職原因,應留意別誤觸地雷:
1、薪水太低
這將會使面試主管認為你是個計較個人得失的人,並且會覺得”如果有更高的薪水
,你就會換工作了”,從而認為你在工作上穩定度必不高。
2、同事處不好
由於許多工作都講求團隊合作,你的人際關係必然會對工作能力造成影響,這樣回
答可能會被認為你缺乏溝通能力與合作態度。
3、分配不均
職場上大多採取能力績效導向,許多企業也都實施員工收入保密措施,這樣的回答一方
面意味著你能力不足,另一方面也會給人愛打探隱私的印象。
4、老闆有問題
將責任推給他人,代表你缺乏適應能力,同時還有卸責的傾向,將使對方感覺你會憑情
緒好惡行事,不可信賴。
5、壓力太大
幾乎每份工作都需要相當的抗壓性,抗壓性也成為企業徵才最基本的條件之一,這樣的
回答會令人覺得你習慣逃避現實,不堪久用便會再度跳槽。
http://www.1111.com.tw/zone/transfer/articles_01.asp?no=242
所以到底講甚麼比較好?
--
力關係不大、不失真且近於人情的離職原因會比較恰當。如果談到細節要如實回答,否
則將有損自己的誠信度。以下是5個不盡安全的離職原因,應留意別誤觸地雷:
1、薪水太低
這將會使面試主管認為你是個計較個人得失的人,並且會覺得”如果有更高的薪水
,你就會換工作了”,從而認為你在工作上穩定度必不高。
2、同事處不好
由於許多工作都講求團隊合作,你的人際關係必然會對工作能力造成影響,這樣回
答可能會被認為你缺乏溝通能力與合作態度。
3、分配不均
職場上大多採取能力績效導向,許多企業也都實施員工收入保密措施,這樣的回答一方
面意味著你能力不足,另一方面也會給人愛打探隱私的印象。
4、老闆有問題
將責任推給他人,代表你缺乏適應能力,同時還有卸責的傾向,將使對方感覺你會憑情
緒好惡行事,不可信賴。
5、壓力太大
幾乎每份工作都需要相當的抗壓性,抗壓性也成為企業徵才最基本的條件之一,這樣的
回答會令人覺得你習慣逃避現實,不堪久用便會再度跳槽。
http://www.1111.com.tw/zone/transfer/articles_01.asp?no=242
所以到底講甚麼比較好?
--
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