Hiring Managers: stop asking candidates why they have left a role

Hiring managers and recruiters, it’s time to stop asking people why they left a role. Though this is one of the most common interview questions, you are not doing yourself or the candidate any favors. 

Let me explain; your main goal during an interview is to assess a candidate’s skills (soft and hard) and work experience in relation to the role you are filling. Asking why someone has left a job will rarely yield insight into either bucket. This can be a pretty nosy question surrounding a very personal decision. 

When you consider all the reasons why a person is no longer in a role, the majority are painful ones. Maybe they were leaving a hostile work environment, or their spouse had cancer. Perhaps they were experiencing burnout after years of hard work, or the employer sold them a role bait and switch. Or perhaps their manager didn’t advocate for them and they were passed over for a raise they were promised. Or maybe they were laid off. Regardless, it’s really none of your business, and it’s bad form to ask them to talk about it. And they probably won’t share the real, painful reason, anyway. 

If you’re a hiring manager or talent professional and want to stop making mistakes like this, and start improving your employee onboarding, we’re here to help. Reach out though Beta Partners.