what will be the best answer of reason for changing the organisation in interview?

Answer 1

Say that the past organization was not up to your expectations and that you think in the present organization you feel that you have more opportunities.

Answer 2

In an 18 year career wher I have switched jobs on average about every 3 years and have worked for multiple companies, I have found that the best answer to this question isto tell the truth but to further expound on how the company you left was better from your having been there and how the move was critical to your career development. Never gripe about what was wrong with the company or your boss, or place blame. All that matter is what you contributed and how you developed to be qualified for the role you are presently interviewing for.

Paraclete Performance

Answer 3

There should be change in job because by doing same job we will not be able to gain other types of work.

Answer 4

Be honest!



Rely on what you believe you know about yourself first. Combine it with everything you believe you have learned about everything else, (so far).



Only then will you be able to trust your "gut reaction" when it comes to dealing with other people, which is the largest part of being in business.



You have a number of internal tools to help you. Your experience, common sense, intuition, insights and intellect will guide you.



All that's left to do now is be sure you put your beliefs into practice.



* Hold to a larger view of yourself first

* Assume responsibility

* Be accountable

* Commit to honesty

* Acknowledge the truth

* Be impartial

* Weigh all sides of an issue

* Choose with full awareness

* Look for the solution that is best for everyone, including yourself



As an employer, the first thing you need to consider is just what you want from an employee, (besides the basic qualifications for the actual work).



What sort of overall presence and characteristics will make a person a good representative of the company? What kind of attitudes and approaches will help them work well with you and fit in with the people already working with you?



There are many methods in practice to do a background check or to screen people.



There are the standard application forms, which require a valid record of a person's work history, experience and references. Some companies/businesses use employment agencies, which have their own screening processes. A number of the larger companies/businesses even have their own Industrial Psychologists. One or a combination of these can work quite well.



But - We all know that a person can look good on paper. We also know that a person is going to put their best foot forward, especially during the screening and hiring process.





Bottom line ...



You will need to decide for yourself whether a person is right for you and your business. And really the only way to do this is to go one-on-one with this person.



Remember - They will need to be someone you can see yourself working with on a day-to-day basis, (and hopefully), for the long-term.















3 Negotiating a Good Salary



The concluding component of an interview process - Arriving at the magical figure

Negotiation is an art to discuss a subject in order to arrive at a mutual agreement and not to confront it. Negotiating salary is one of the most stressful components of finding a new job. For some, it could be quite an unpleasant experience. The best strategy is to do our homework well and be honest and confident of our salary needs in the interview.

The degree of salary negotiation depends on the position in question, the interviewer and the organization. Generally there is not much room for negotiation for an entry-level position. For a middle level position the range could vary from 10 to 20 percent. The recruiter generally negotiates within this range, unless the candidate is exceptionally good. But definitely there is great opportunity to negotiate for a higher-level position.


It is a fact that the manager hiring us is more proficient in negotiating. Therefore it becomes all the more important to play the right cards at the right time. It is advisable not to bring up the "issue of salary" on our own. Wait for the interviewer to make an offer and start the negotiations. Savvy jobseeker prepares for some basic questions well in advance. The questions could be :


What is the salary range of the job that the employer is offering?


What is the lowest salary to be considered?

What makes a jobseeker worth a higher salary?

Preparedness for these negotiations would reduce jobseeker's anxiety and would increase his/her success rate. It is therefore important to know our skills and current worth in the job market.

Salary Negotiating Strategies

Determine the salary range for that position in that particular company or industry. It could be through magazines, journals, internet, friends, relatives or future coworkers.

Evaluate your salary needs and develop an understanding of the worth of your skills in the current job market.

Always negotiate the compensation package in person & never on the telephone. It is easier to read the recruiter's mind by looking at his face expressions and inferring from his body language.

Be reasonable. Don't be a tough negotiator. Be willing to adjust your expectations based on your market worth.

Don't lie about your past salary history because the interviewer has his ways of cross checking.

When asked to tell about the salary requirements or the past salary history, avoid giving a figure. Instead ask the interviewer to summarize the job responsibilities, to have a thorough understanding of the current position before discussing the compensation package. After getting an insight about the current position and the company, ask the interviewer to quote a salary figure that is most appropriate for a person with your kind of skills.

Even if you are required to tell the expected salary, mention a range. If the interviewer offers a salary range given by the company for the current position and seeks your response. And if it comes close to your expectations, then quote a range, which places the top of the interviewer's range into the bottom of your range.

Don't be exited or disappointed about the offer made to you by the interviewer. Take some time to respond to the offer. Don't jump to accept the offer. The recruiter generally starts with a lower range to make a room for negotiations. At times your silence may prompt the interviewer to increase the offer. Or if you repeat the offer and be silent for some time it could also leave some room for negotiations. If you say O.K. it connotes that you have accepted the offer but if you change O.K. to Hmmm watch the difference.

Prepare for most likely objections from the interviewer, for example: you don't have enough experience, our budget won't permit us for that, that's what we pay to our new hires.

Show the recruiter that you are worth much more. If your interview has gone off well, don't worry you have already won half the battle. Don't be afraid to ask for a higher salary, don't think that the recruiter may not hire you. Because it costs a great deal of time and money to the interviewer as well to start the selection process afresh.

But always remember that if you are being paid higher to your market worth, you will be the first one to be shown the door in case the organization is downsizing.

Determine the opportunities for promotion. Job progression is an important factor for salary decisions. Ask how promotions and salary reviews are handled.

The bottom line is that always weigh your growth potential in the company with your salary when comparing offers.














Be honest!



Rely on what you believe you know about yourself first. Combine it with everything you believe you have learned about everything else, (so far).



Only then will you be able to trust your "gut reaction" when it comes to dealing with other people, which is the largest part of being in business.



You have a number of internal tools to help you. Your experience, common sense, intuition, insights and intellect will guide you.



All that's left to do now is be sure you put your beliefs into practice.



* Hold to a larger view of yourself first

* Assume responsibility

* Be accountable

* Commit to honesty

* Acknowledge the truth

* Be impartial

* Weigh all sides of an issue

* Choose with full awareness

* Look for the solution that is best for everyone, including yourself



As an employer, the first thing you need to consider is just what you want from an employee, (besides the basic qualifications for the actual work).



What sort of overall presence and characteristics will make a person a good representative of the company? What kind of attitudes and approaches will help them work well with you and fit in with the people already working with you?



There are many methods in practice to do a background check or to screen people.



There are the standard application forms, which require a valid record of a person's work history, experience and references. Some companies/businesses use employment agencies, which have their own screening processes. A number of the larger companies/businesses even have their own Industrial Psychologists. One or a combination of these can work quite well.



But - We all know that a person can look good on paper. We also know that a person is going to put their best foot forward, especially during the screening and hiring process.





Bottom line ...



You will need to decide for yourself whether a person is right for you and your business. And really the only way to do this is to go one-on-one with this person.



Remember - They will need to be someone you can see yourself working with on a day-to-day basis, (and hopefully), for the long-term.















3 Negotiating a Good Salary



The concluding component of an interview process - Arriving at the magical figure

Negotiation is an art to discuss a subject in order to arrive at a mutual agreement and not to confront it. Negotiating salary is one of the most stressful components of finding a new job. For some, it could be quite an unpleasant experience. The best strategy is to do our homework well and be honest and confident of our salary needs in the interview.

The degree of salary negotiation depends on the position in question, the interviewer and the organization. Generally there is not much room for negotiation for an entry-level position. For a middle level position the range could vary from 10 to 20 percent. The recruiter generally negotiates within this range, unless the candidate is exceptionally good. But definitely there is great opportunity to negotiate for a higher-level position.


It is a fact that the manager hiring us is more proficient in negotiating. Therefore it becomes all the more important to play the right cards at the right time. It is advisable not to bring up the "issue of salary" on our own. Wait for the interviewer to make an offer and start the negotiations. Savvy jobseeker prepares for some basic questions well in advance. The questions could be :


What is the salary range of the job that the employer is offering?


What is the lowest salary to be considered?

What makes a jobseeker worth a higher salary?

Preparedness for these negotiations would reduce jobseeker's anxiety and would increase his/her success rate. It is therefore important to know our skills and current worth in the job market.

Salary Negotiating Strategies

Determine the salary range for that position in that particular company or industry. It could be through magazines, journals, internet, friends, relatives or future coworkers.

Evaluate your salary needs and develop an understanding of the worth of your skills in the current job market.

Always negotiate the compensation package in person & never on the telephone. It is easier to read the recruiter's mind by looking at his face expressions and inferring from his body language.

Be reasonable. Don't be a tough negotiator. Be willing to adjust your expectations based on your market worth.

Don't lie about your past salary history because the interviewer has his ways of cross checking.

When asked to tell about the salary requirements or the past salary history, avoid giving a figure. Instead ask the interviewer to summarize the job responsibilities, to have a thorough understanding of the current position before discussing the compensation package. After getting an insight about the current position and the company, ask the interviewer to quote a salary figure that is most appropriate for a person with your kind of skills.

Even if you are required to tell the expected salary, mention a range. If the interviewer offers a salary range given by the company for the current position and seeks your response. And if it comes close to your expectations, then quote a range, which places the top of the interviewer's range into the bottom of your range.

Don't be exited or disappointed about the offer made to you by the interviewer. Take some time to respond to the offer. Don't jump to accept the offer. The recruiter generally starts with a lower range to make a room for negotiations. At times your silence may prompt the interviewer to increase the offer. Or if you repeat the offer and be silent for some time it could also leave some room for negotiations. If you say O.K. it connotes that you have accepted the offer but if you change O.K. to Hmmm watch the difference.

Prepare for most likely objections from the interviewer, for example: you don't have enough experience, our budget won't permit us for that, that's what we pay to our new hires.

Show the recruiter that you are worth much more. If your interview has gone off well, don't worry you have already won half the battle. Don't be afraid to ask for a higher salary, don't think that the recruiter may not hire you. Because it costs a great deal of time and money to the interviewer as well to start the selection process afresh.

But always remember that if you are being paid higher to your market worth, you will be the first one to be shown the door in case the organization is downsizing.

Determine the opportunities for promotion. Job progression is an important factor for salary decisions. Ask how promotions and salary reviews are handled.

The bottom line is that always weigh your growth potential in the company with your salary when comparing offers.