![]() ![]() “Ideally you want candidates leaving because they no longer find the role challenging, and they’re looking to take the next step in their career.” “If a candidate is leaving a job due to ill-feeling towards their current line manager, you may be faced with a toxic candidate who will end up getting into the same type of feud with their next boss,” says Andrew Fennell, a former recruiter in London and founder of Standout CV. Recruiters also emphasize that your motivations for moving on are critical. “Regardless of whether it was a simple reason like a relocation or a more complicated one like financial instability, candidates should be able to respond to this question honestly and efficiently.” “Everyone has different reasons for wanting to leave a business, but the more detail they can give, the more I can get a flavour of their motivations and that makes them more marketable.” Honesty goes a long way according to Sara Ferraioli, Partner & Managing Director at WinterWyman who focuses on HR recruitment in the New England region. Scott McGowan IT and Digital Manager at Zenith People encourages candidates to be specific and transparent. ![]() “If a job seeker can call out examples of what they like or dislike doing, I can try to customize the search based on their feedback,” says Brandi Britton, district president at Robert Half in Los Angeles. Recruiters want to understand your current situation-whether you’re content in your role or not. Tip: Prepare a verbal summary of your exact responsibilities in your current role that highlight specific skills most relevant to your target role. “This gives us a good idea of the tasks they’re comfortable with and the areas in which they’re likely to perform best.” Rebecca Siciliano, Managing Director of Tiger Recruitment in the UK says this question also allows recruiters to probe deeper into what candidates enjoy doing most. While the “tell me about yourself” question is about the birds-eye view of your professional history, this question drills down into your current role. “I'm visualizing the job description’s must-haves and performing a side-by-side comparison as the candidate speaks to mentally check the boxes.” “I ask this because I want to get a better understanding of what the candidate is currently doing and how that might compare to the job opportunity I have in mind for them,” says Rob Paone who focuses on recruitment in the blockchain and cryptocurrency industries as Founder & CEO of Proof of Talent.
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