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Careers & workplace advice from Hays

There’s no denying that whilst January can bring with it optimism, the start of a new calendar year is also difficult, especially at work. The festive fun is over and the hard work returns. “We can pick it up in January” is now a reality. That problem for future me, is now a problem for the present day. All of this contributes to Blue Monday, a term used to describe the most depressing day of the calendar year.

At Hays, we ran a poll on LinkedIn to gauge the feelings of our followers. Responses showed that many are feeling the pressure, with 44% of the 6,476 respondents saying they were “tired.”

But what can you do to beat Blue Monday at work, and make a positive start to the year?

What is Blue Monday?

According to a calculation, Blue Monday is the most depressing day of the year. Although primarily relating to people in the Northern Hemisphere as it considers the weather, the calculation also takes into account:

  • Debt level
  • Time since Christmas
  • Time since New Years’ resolutions were broken
  • Low motivational levels 
  • The feeling for the need for action.

When is Blue Monday?

Blue Monday is the third Monday in January. Blue Monday will fall on January 20, 2025.

How to beat Blue Monday at work

Here are some quick tips to staying motivated during January.

Establish clear work-life boundaries

Working yourself into the ground is not going to help you physically, or mentally. Set work-life boundaries where you take a break at lunch and get to unwind from the pressure of work. Time away from your desk at home or in the office can increase productivity and motivation when you return. Whilst there will always be days when we have to put in an extra hour or two to get a project over the line, working late into the night and starting early in the morning could lead to burnout. Establish those boundaries to ensure this doesn’t happen.

Don’t benchmark yourself against others

Comparing yourself to others is never a good idea, especially at work. Let’s be honest, if you ask a colleague how their day is going, they’ll likely say “busy.” They may mention the back-to-back meetings they’ve just come out of. This can end up with you thinking you should be as busy as they are, creating moments of anxiousness and worry. This can potentially lead to imposter syndrome. Don’t do it. Concentrate on yourself, make a list of priorities for the day and week ahead, and focus on them.

Attend in-person events in your office

At Hays, we host in-person events in some of our offices, that help support employee wellbeing. In the UK, our team hosted a breakfast around World Mental Heath Day, giving employees the opportunity to connect with their colleagues away from their screens. As well as increasing collaboration and giving a bit of time away from the screen, this also gives you something to look forward to.

Your workplace may not offer such initiatives. You could speak to your manager to see if it’s something that can be created.

Exercise

Exercise can play a crucial role in improving our mood, as well as our physicality. As Rosalyn Palmer, a therapist and motivational coach said: “Our bodies were designed to move, and we now do not move enough. Make sure that you are moving each hour by stretching or walking around and add some exercise into your routine every day.”

This ties into earlier advice of creating strong work-life boundaries. Going for a walk in your lunchbreak has multiple benefits and will help you beat away negative thoughts on Blue Monday.

You’ll be in good company too. A radio show on the BBC spoke about celebrities such as Khloe Kardashian and Ellie Goulding using exercise to improve their mental health. Host, Dr Radha said: “Exercise is fantastic for keeping well both physically and mentally. Endorphins are released when you exercise and these chemicals help reduce feelings of stress and help you feel more relaxed.

“Exercise also helps you get better sleep which is essential to your mental wellbeing and can improve your self-esteem, confidence and feelings of resilience when life gets challenging.”

Talk to your manager and colleagues

Ultimately, your manager is there to support you. If you’re feeling overwhelmed at the start of the year, or indeed at any time of the year, speak to your manager and see if there is a way to lighten the load.

Your manager should be approachable and take your concerns on board. If they are not, they will eventually find it hard to succeed in the world of work themselves, as we know that empathy and emotional intelligence are crucial soft skills for leaders to have.

How to beat Blue Monday at work, the most depressing day

There’s no denying that many of us struggle to balance the demands January brings. However, taking the time to look after ourselves, relieve some of the pressure and talk to those around us, can really help in combatting Blue Monday in the workplace.

Happy New Year! As we kick off 2024, many of us have resolutions or promises to change or do something new in the coming months. However, sometimes it’s just as important to keep on track with your existing goals. It’s why I’m interested in seeing whether organisations stick to their sustainability targets in the year ahead.

2023 concluded with the COP28 summit last month, where attendees including world leaders and delegates from organisations and non-government bodies came together to tackle climate change. The annual event has become somewhat of a barometer for trends in sustainability and global commitment toward it.

In this blog, I’ll be exploring how the outcomes at COP28 – and the manner at which leaders arrived at them – form part of a potentially worrying trend in sustainability as we enter 2024. I’ll also suggest ways that you can take action at your workplace to keep this all-important conversation going.

Why do the COP28 outcomes matter to you?

The landmark decision among the announcements at COP28 in December was to move away from fossil fuels. Though lauded as a big step forward, some critics pointed out that its impact was undercut by the wording of the agreement, with the phrase “transition away” deemed as vague and non-committal to any timeline. Furthermore, this “transition” only applies to “energy systems”, and not manufacturing or production.

Ultimately, the reluctance of attendees to make these commitments (such as a “phaseout” of fossil fuels, which was eventually changed to the “transition away”) is a worrying sign.

Do the COP28 outcomes form part of a wider trend in sustainability in 2024?

It’s tricky to give a blanket answer on whether sustainability is no longer the focus it was two or three years ago. However, given that the outcomes of COP28 seem underwhelming, particularly when compared to previous agreements, it’s easy to feel that some organisations and states aren’t taking this seriously. A recent white paper from WEF revealed that the majority of global businesses aren’t making efforts regarding climate change adaptation.

Furthermore, economic uncertainty means that priorities have shifted for many businesses, and sustainability efforts may suffer as a result. According to Deloitte’s 2023 Gen Z and Millennial survey, “Around half of Gen Zs (53%) and millennials (48%) think their companies have already deprioritized sustainability in recent years”. This perceived weak action and lack of ambition in tackling climate change has led to an increase in legal challenges against those held responsible.

What can you do to move the dial on sustainability at your workplace?

These developments may leave you wondering whether your employer is putting sustainability front and centre as we enter 2024. If you’re concerned that your organisation’s priorities don’t align with your own, here are some ideas for you to consider implementing in your workplace:

Engage with other employees on sustainability

  • Become a Green Champion in the workplace and lead by example. Run events, initiatives and workshops to brainstorm ideas and educate one another.
  • Form an employee resource group to share information. This could be on an ad-hoc basis or in a monthly informal newsletter which you and your colleagues are responsible for.
  • Participate in reverse mentoring with more senior colleagues. I’ve discussed this concept in greater detail here.

Engage with management on sustainability

  • Collaborate with management to develop and implement sustainability policies and practices.
  • Provide feedback and suggestions on how to improve the organisation’s sustainability efforts, potentially on behalf of the employee resource group you have formed.
  • Help partner and develop relationships with relevant organisations that can help in your employer’s sustainability journey.
  • Research competitors and ensure management is aware of trends or anything coming down the line, such as evolving legislation.

Find an employer who takes sustainability more seriously

What if, ultimately, your employer’s objectives are simply too misaligned with your own? Our LinkedIn poll from 2023 found that an organisation’s commitment to sustainability goals was an important factor for 61% of respondents when choosing to work for them.

If that’s the case for you, and you’d prefer to join an environment where you feel everyone is pushing in the right direction, then it might be time to find an employer that meets your criteria. You may even want to find a job in a role that is more focused on sustainability. Make sure to check out these tips on finding a green job, and find out more about potential roles here.

As we enter a new year, it’s time to look ahead to the major workforce trends we believe you need to know about for 2024. 

According to reports, almost two thirds of CEOs anticipate a return to the office full time in the near future. Meanwhile, Employers are placing greater importance on skills when hiring. AI continues to transform ways of working, which means that upskilling will be vital for your continued success. More than ever, it’s time to make big decisions about where – and how – you want to work, as well as what you want to do.  

Here are six workforce trends to be aware of so you can ensure your career is a success in 2024 and beyond. 

What are the top workforce trends in 2024? 

Focus shifts to skills instead of experience 

Employers understand that “unicorn” candidates (those with the “perfect education and experience” for their organisation’s requirements) are in short supply. We’re seeing this in areas such as tech and sustainability, where there aren’t enough experienced workers to meet demand. That’s why, more and more, employers are leaving behind their never-ending checklist of criteria in favour of skills-based hiring. This approach involves recruiting somebody for their skills and potential, instead of just their qualifications or educational background. 

This shift in attitude offers you more opportunities to explore in your career, particularly if you want to move into a new field or industry. Don’t be put off by not having the “right” higher education or employment history, and focus on your skills and potential instead. You can read more about how and why you should do this here. 

Find suitable courses to help you develop technical skills and highlight these to hiring managers. Don’t forget about soft skills, either. Hays data shows that communication and self-motivation are the two most in-demand soft skills among employers right now. My colleague, Jane Bamford, has already written about how to showcase these.  

When you’re applying for a new job, highlight your relevant skills on your CV or application. You should also review your LinkedIn presence to make sure that it reflects more accurately what you can bring to an organisation. This includes listing your skills on your profile and engaging with or posting relevant content.  

It may be too soon for us to “wave goodbye to CVs and résumés” as some have predicted. Regardless, a lack of qualifications or experience in your preferred career isn’t the barrier to entry it once was. This perspective is a huge win for untapped talent everywhere, while employers and employees alike will benefit from increased inclusivity and a diverse workforce. 

Upskilling key to the AI revolution 

It doesn’t matter whether you’re highlighting your capabilities to prospective employers or upskilling for your current role. It’s important to consider how AI tools are going to affect your career and the skills you’ll need. 

2023 was the year of AI. ChatGPT didn’t just start a digital workplace trend at the end of 2022 – it turned generative AI into headline news almost every day since. 

Its evolution raised several questions, some of which we’re still finding answers to. Would it make us more productive to focus on other tasks? Or would it disappear as quickly as it arrived? Clearly the answer to the last question is no – but the answer to the first depends on you. 

A report from the World Economic Forum released in September suggests that AI could result in the creation of more jobs. These range from newer specialist jobs, such as prompt engineer, to roles in higher demand – for example, electrical engineers and those who work with data. If you are already in one of these fields or want to reskill, make sure you understand how AI is going to impact on your career. Take time to upskill (you can find suggestions in this Hays blog) and stay up to date on the latest advancements. 

However, the truth is that all of us are going to need to get to grips with AI tools. It’s not just technical skills that will prove valuable, either. Don’t ignore soft skills that will help you manage these tools, such as communication and adaptability. Conversely, take time to develop the soft skills that AI cannot replicate – for example, creative thinking. 

Full-time office vs hybrid and remote working  

While the pandemic was a catalyst for a shift to remote working opportunities, a global KPMG study has found that 64% of CEOs expect employees to return to the office full time by 2026. Our Salary Guide in Australia uncovered that only a third of employers are happy for workers to come to the office when it suits them – this number was 51% a year ago. In the UK, a Hays survey revealed that 43% of respondents are back in the workplace full time, while 39% of workers operate in a hybrid model. 

This is going to divide opinion. Many people are now used to greater flexibility in where they work and don’t want to return to their previous routine. In fact, Gartner reports that over half of workers would look for a new job if their flexible working was impacted. 

Of course, this will vary from employer to employer, but it’s still time to think about what you want. If you’re happier or more productive in the office, this prediction may suit you. In fact, the KPMG study uncovered that 87% of CEOs are considering rewarding workplace attendance with favourable assignments or promotions. 

Alternatively, would you prefer a hybrid or even fully remote role? If you’re choosing to change roles, make sure to set any job search filters to accommodate this, and enquire about the situation during the application process. Similarly, if you’re planning to stay with your current employer, speak to your manager about whether the current system works for you, or if they are planning any changes to this. If their answer doesn’t fit in with your expectations, perhaps it is time to consider moving on? 

Economic uncertainty leads to greater demand for contingent workers 

If you prefer hybrid or remote working, then perhaps you should consider changing the way you work altogether. A Hays poll on LinkedIn found that greater flexibility was the number one benefit of being a non-permanent, or contingent, worker. 

As we shared in Hays’ recent annual report, demand for contingent workers will continue to grow into 2024. This is because many organisations can make savings in the long term by hiring contractors for certain roles or shorter projects, instead of permanent employees. 

This means the climate is perfect for switching to contracting in an area where your skills are in demand. Travis O’Rourke, CCO at Hays Americas, ran a LinkedIn live event earlier this year on becoming a contractor. He points out that, as well as the increase in opportunities, the benefits of this career path include the potential for higher remuneration and freedom to choose projects.  

However, the transition to this career requires several things. Firstly, you’ll need to have the skills and experience that organisations want for specific projects. At the same time, you must be motivated to upskill and develop in your own time, because you’ll have less access to learning resources from employers. 

Becoming a contingent worker is a career that suits people who are pro-active to go out and find opportunities. The good news is that those will be more available in 2024. 

A pivotal year for Diversity, Equity & Inclusion (DE&I) 

2024 is predicted to be a pivotal year for DE&I after many organisations made cuts in this area in 2023. Why does this matter to you? As my colleague, Yvonne Smyth, has previously written, an employer’s commitment to DE&I tells you a lot about the culture. A diverse and inclusive environment means experiencing a culture of respect, innovation and growth. It’s also about making sure that your voice is heard, you have equal access to opportunities, and you’re provided the platform to make the impact you want. 

So, how can you know whether an employer is committed to DE&I when you’re job hunting? The best place to start is through research. What do current or former employees have to say on Glassdoor? Do their social media channels depict an inclusive culture? Are there any reports that show their approach or even progress they’re making in this area? Be sure to do your homework and come armed to any interviews with questions to ensure you’re comfortable with their culture. 

The next thing to do is take advantage of the diversity within your organisation. We’re all part of a multi-generational workforce, and it’s vital that we don’t miss the opportunity for an exchange of knowledge and ideas that can benefit everyone. 

An effective way to do this is to identify a mentor. Our Learning Mindset Report found that 66% of workers and 76% of employers were happy with the success of the mentorship schemes in which they were involved. By approaching each other with an open mind and sharing your expertise with one another, everyone wins.  

For younger workers, mentorship means learning from experienced colleagues or people in your network. It’s not only these people who have potential for growth, though. What about reverse mentorship? For those working later in life, or perhaps even “unretiring”, there is plenty to gain from Millennials and Gen Z. Of course, these are the generations to whom digital skills are second nature. There’s also a greater need than ever to take action when it comes to sustainability – could this be your opportunity to discover more about ESG and Net Zero? 

Your 2024 jobseeker checklist 

Following these workforce trends, the keys to career success in 2024 are: 

  • Develop the right skills for the job you want and to prepare for the changes that AI is bringing. 
  • Audit your LinkedIn presence and update your CV so they reflect your soft skills and highlight your potential to employers.  
  • Seek opportunities for a knowledge exchange, ideally with somebody from another generation. 
  • Find an employer that aligns with your purpose and priorities, whether that’s commitment to DE&I or flexibility in where you work. 
  • Explore the possibility of contingent work as a way to meet employer demands and exercise more control over your career. 

Technology and fresh perspectives are set to make this a very exciting year. Here’s to a prosperous 2024, filled with joy and success. 

A new year often brings with it thoughts of change and resolutions, both in our private and professional lives. Perhaps you’re looking to get a promotion this year, or maybe you’re looking for a new job entirely in 2024?

The last 12 months have seen difficult economic conditions across the world, but with the situation likely to improve in 2024, the job market is also likely to provide more opportunities in the next 12 months.

The question is, what are the top industries that are hiring in 2024? Here is a list we’ve gathered using Hays data of permanent job openings.

The top industries hiring in 2024

Technology

The demand for skilled tech workers isn’t going away. The meteoric rise of AI in 2023 has only furthered the need for businesses to accelerate their digital transformation goals, which in turn has added to the already considerable skills gap for employers to navigate.

It’s no surprise then that jobs in technology are in hot demand. James Milligan, Global Head of Technology Solutions at Hays, said: “2023 saw a shift in priorities for many employers, as organisations suddenly found that implementing AI was the next challenge to overcome. Despite this, demand for people who can assist in digital transformation is still high, while jobseekers in technical roles should instead focus on upskilling in AI and understanding how it can help them in their day-to-day responsibilities.”

At Hays, we have named the top 10 tech jobs of 2024. These include software engineers, cloud engineers and data analysts, to name a few. Get the full list, including what skills you’ll need, here.

The in-demand tech jobs of 2024 – by Hays

Accountancy and Finance

With economies around the world starting to recover and business activities expected to pick up, finance professionals will continue to hold a lot of influence in 2024.

No matter what the business, all companies need a strong finance team. Of course, you’ll need to ensure the accounts are balanced, but as a finance professional, you’ll also be expected to bring insights to senior leaders and identify trends.

As mentioned in the previous section, digital transformation continues to impact all organisations and industries. Finance is no different and there is likely to be a rise in jobs at FinTech companies, with expertise in blockchain and cryptocurrency needed.

Through our UK Salary Guide, we’ve seen that salaries in accountancy and finance rose by 5.6% in 2023 compared to the overall average uplift of 3.5% across the UK. Credit controllers, payroll administrators and senior insolvency/corporate recovery managers enjoyed the top pay rises in the UK last year.

Engineering

Engineering makes our list for the second year running, and it’s no surprise. Everything around us, be it the building we live in, the office we work in or the transport we take, was developed and constructed by an engineer.

Pay rises have been seen across the industry, particularly in the UK, where coded welders, bolting technicians and electrical design engineers have enjoyed a bump up in pay.

Whilst undeniably an important part of work, remuneration isn’t the only thing. Engineers also enjoy job security, a great culture and flexible working policies.

Construction and Property

Construction continues to be an industry in demand. The number of hot jobs in this sector is vast and wide-ranging, from electricians to project leaders and site managers. With growing awareness of the climate crisis and the need to build a sustainable future, skilled tradespeople equipped to help us reach Net Zero are also going to be in high demand.

In 2023, Hays USA and Hays Canada released Salary Guides that showed that estimators, project managers, superintendents and schedulers would be highly-sought after. We expect this to be similar in 2024. To take part in the Salary Guide research, click here.

In the UK, competitive salaries remain a crucial tactic in closing the skills gap, with 81% of employers increasing their employees’ remuneration in the last 12 months, and 93% saying they are experiencing skills shortages. 2024 is a great year to progress your career in construction.

Life Sciences

We are all living longer and wanting to lead healthier lifestyles. This means there’s a demand for products, as well as services in the Life Sciences world.

In Australia, it’s predicted that the healthcare industry will grow rapidly due to an ageing population, which the Australian Institute of Health and Welfare (AIHW) projects will see the number of 65+ year-olds increase from 15% to 23% of the population by 2057.

There are roles in both the public and private sectors, with positions such as research scientists and clinical research associates available.

Looking for a job in 2024: Things to remember

Whilst you’re looking for a job in 2024, remember, there are many things to consider before making the move. Does a new opportunity represent growth in your career? What sort of culture do you want to be a part of?

Whilst these five industries are the most in-demand, there are of course jobs available across the world in many other industries. Find your local Hays website here, where you can access open vacancies near you.

Recent trends indicate that organisations are putting more emphasis on the skills you have, rather than the qualifications or past experiences you possess. At Hays, we believe this trend, known as skills-based hiring, is going to continue in 2024. 

This can be good news for jobseekers, with the door being opened for candidates to show what value they can bring to a company, when previously they may have been put off by the experience required. In this blog, we’ll show you how to show off your skills in a job application, to stay ahead of the competition. 

What is skills-based hiring? 

Skills-based hiring is a process where the recruiting business puts more of the emphasis on the skills a candidate has. What degrees, qualifications or past work experiences you have are less critical in their hiring decision. 

Why is skills-based hiring on the rise? 

There are a number of reasons why companies are looking for skills over qualifications.  

  • Reduced time to hire – In a report by TestGorilla, 91.4% of businesses saw a reduction in their time to hire, by sending candidates skills-based tests. 
  • Reduction in costs – Skills-based hiring can eliminate the need for external recruiters and CV screening software. 
  • Expanded talent pools and improved diversity – We don’t all have the same opportunities to access higher education. Excluding those who don’t have a degree, closes the door to a diverse range of candidates who can plug skills gaps. 

How do I show my skills in a job application? 

All of this points to exciting opportunities for jobseekers and candidates looking to advance their career. Here’s how to show your skills in a job application. 

Know what skills to put on your CV 

The starting point is to update your CV. When it comes to what skills you should showcase, be sure to include your hard skills and soft skills. What does this mean? Your hard skills are those that you have gained throughout your career or through training. These include programme skills like Microsoft Office or Sage, as well as technical skills such as copywriting. You should always tailor your CV and cover letter to include specific skills related to the role, like coding for a Software Development role. Look out for key words in the job description to help you. 

Your soft skills are your personal attributes that allow you to work well with others. At Hays, we’ve seen that agility, resilience, emotional intelligence, adaptability and creativity are amongst the top soft skills employers are looking for. To learn more about soft skills, click here. For further advice on creating a winning CV, click here.

Download your free CV guide from Hays

Consider your transferrable skills 

If you do lack experience and are finding it hard to list what you think are relevant skills, think about the transferrable skills you have picked up in other roles, or whilst studying. You may have honed your listening skills, presenting ability and collaboration with others whilst at university. Perhaps you taught yourself how to use WordPress whilst writing your personal blog. All of these skills are transferrable to many open job roles and can be highlighted during the application process. 

Validate your skills with real life examples  

It’s always great practice to provide tangible examples to the hiring manager of your skillset. If you’ve gained an online qualification or certificate that is relevant to the position, mention it. If you’ve increased sales or website leads in another organisation by implementing some of your technical skills, put the percentage increase on your CV and/or cover letter. Real life examples show the hiring party that you can back up your skills claims and helps paint a picture of what value you can bring to their organisation. 

Upskill yourself 

You may find yourself in a position where you feel you are lacking some core skills to move forward in the career you want. Be sure to look online for courses that are relevant to your ambitions and set aside time each week to complete them. Adopting a learning mindset, where you want to continuously upskill, is another soft skill that employers find attractive.  

All of these tips will help you stand out from a crowded marketplace when applying for jobs. The trend of skills-based hiring is here to stay and should be something that all candidates and jobseekers embrace. 

Are you ready to embrace your skills and apply for a new challenge? Click here to find job openings in your country. 

Congratulations on getting a job interview! But wait – maybe this is nothing new for you. In fact, perhaps you’ve had plenty of experience of this in recent years as you’ve moved from company to company. 

There are a number of reasons that you might change employers frequently. In a recent poll by Hays on LinkedIn, we uncovered that the most popular reason for moving on was an increase in pay, followed by greater opportunities for development. However, it could be getting to the stage where you’re concerned about how to explain this in your next job interview. 

In this blog, we’ll look at the career approach that’s become known as “job hopping”, what your interviewer wants to know about your reasons for this, and how to explain your work experience in the interview. 

What is job hopping? 

Job hopping refers to the practice of changing jobs frequently, typically every two years, or even fewer. It’s become more common among today’s workforce, too – a Hays poll on LinkedIn revealed that 86% of respondents believe it’s acceptable to leave a position within 18 months, with over half having done it themselves. 

This may come as a surprise to those of us who have been part of the workforce for some time now, but it’s a trend that’s become prevalent among millennials and Gen Z. Last year, 22% of workers aged 20 and above spent a year or less in their job. 

Is job hopping bad? 

Job hopping certainly has its benefits. Whether it’s finding new learning opportunities or an increase in pay, you’ll have your reasons for seeking a new role. Although changing jobs frequently can be a red flag to some employers, the stigma isn’t as widespread as it once was. There’s long been an understanding in tech that people are rejecting the “job for life”, and it’s a mindset that’s becoming more common – and accepted – elsewhere. 

There’s certainly a downside, though. Leaving jobs frequently means that you’re less experienced in tackling different types of challenges, and are less likely to have completed projects or campaigns that will benefit your career. 

Meanwhile, a hiring manager may wonder whether they’ll need to go through the recruitment, onboarding and training process again sooner than they’d like. However, there are definitely ways to explain job hopping that will let your interviewer know you’re right for this role. 

How to explain job hopping in an interview 

The key to ensuring that your interviewer has the right perception of you is in the way you frame your career decisions. Career coach Sarah Doody points out that leaving jobs regularly can be portrayed as a good thing: “I think it will actually make you come across as a more strategic, thoughtful, mindful individual rather than just coasting along for another nine months.” 

There may, of course, be instances where you didn’t choose to leave, but were instead fired on made redundant. If asked about any such example, don’t shy away. This is a great opportunity to explain the situation and, as my colleague, Jane McNeill, writes here, you can still talk about your successes and what you gained from the role. Make sure that you discuss those achievements in a quantifiable way that will reiterate what you can bring to a new employer. 

Lastly, always be sure to mention the skills you’ve gained in recent roles and how they will benefit you in this position. In this situation, you can highlight soft skills such as adaptability and having a learning mindset. 

Here are some examples of questions on job hopping that you might be asked in an interview, and how to answer: 

Question: “Why have you changed jobs so frequently?” 

Answer: “I’ve changed jobs frequently because I’ve looked for new challenges and opportunities for growth. This has given me valuable experience and skills that I can bring to this position, such as X and Y.” 

Question: “Why are you leaving your current job after only X amount of time?” 

Answer 1: “I’ve realised that my current role isn’t the right fit for me since I’m looking for growth and learning opportunities which, unfortunately, are limited here. That’s why I’m looking for an employer that aligns better with my career goals and provides the support I’m seeking.” 

Answer 2: “My company is undergoing significant change which has affected my role. I’m not going to be able to contribute my former responsibilities and projects as I’d hoped, so I’m looking for opportunities where I can make a real impact and grow professionally.” 

Answer 3: “My company’s had to make a series of budget cuts, and my role was made redundant. I’m proud of what I achieved, including X and Y, and I kept up to date on the latest trends and developments in the industry.” 

There are some questions, though, that will require more creativity on your part. As I mentioned above, an interviewer might be sceptical of what you’ve learned from any difficult moments or challenges if you change jobs frequently. They might also question your ability to see the “bigger picture” if you don’t hang around long enough to get exposure to this. Be prepared to address these concerns.  

What to remember when explaining job hopping in an interview 

If your interviewer enquires about job hopping, there are several ways to frame your decisions. Be honest about your reasons for leaving each job, focus on the skills and experience you gained, and avoid speaking negatively about previous employers. By doing so, you’ll give yourself the best chance of landing the role. 

In the heat of the moment during a job interview, it’s understandable to take seemingly straightforward questions at face value. The result? You’re either a little too honest with the interviewer, too unfocused in your answer, or you push too hard to sell yourself.

In every case, you risk giving your interviewer the wrong impression. As such, it’s important to stop and ask yourself: what is the interviewer looking for? What do they mean by asking you about your personality, motivations and failures?

Let’s look at five common job interview questions to help you understand what it is the interviewer wants you to say and how you can give the best answer possible.

What is the interviewer trying to find out with these five questions?

1) “Tell me about you.”

What is the interviewer trying to find out?

This will probably be the first question and will shape how the interviewer sees you for the rest of the conversation. Their purpose is to discover why this opportunity appealed to you, in which ways your education and career have prepared you for the role, and whether you have the necessary skills.  

How to answer

It can seem easy to talk about yourself at great length, which is exactly where the challenge lies: to keep your answer on topic. You can’t give one-word answers, but neither can you go on for too long. Plan an answer with a clear structure that covers the below points:

  1. Your relevant educational and professional background
  1. The key skills and expertise you have which directly relate to this opportunity
  1. What you are looking for in your next role and why this role appealed to you

2) “Why are you looking to leave your current job?”

What is the interviewer trying to find out?

If you haven’t already discussed your motivations fully in your answer to the above question, your interviewer may want to learn more. Careful, though: even if the question is phrased in this way, do not fall into the trap of badmouthing your current employers. If you talk negatively about your current or past company, it might give the impression that you’ll talk negatively about your future workplace.

Your interviewer doesn’t want to hear that you only want this job because you’re dissatisfied. Put a positive spin on it, show you’re proactive in your career. They are interested in knowing whether you genuinely want this position because of what it offers, and whether you’re the right fit for the team and organisation.

How to answer

Instead of being negative, focus on the opportunities that this role brings, such as developing new skills, or exposure to certain industries or markets. Make sure you’ve researched the hiring company beforehand and mention something that you found particularly attractive.

3) “Tell me about a time that you failed.”

What is the interviewer trying to find out?

The interviewer wants to be sure that you learn from mistakes and that, when you inevitably do make an error in this role, you’ll be able to do so again.

How to answer

This is not the time to tell a story about the time you saved the day. You’ll come across as lacking self-awareness, especially if you don’t accept responsibility for the initial problem. Likewise, don’t make any excuses.

Explain what happened, how you identified what went wrong and what you learned for future experiences. If you later encountered a similar scenario, tell the interviewer what you did differently – this will show that you learned from the previous situation. Breath, smile and tell your story.

4) “How would your friends describe you?”

What is the interviewer trying to find out?

Bringing in a new recruit isn’t just about finding someone who can fulfil the responsibilities of the role. Will they get on well with the rest of the team? Will they be a good fit for the workplace? How will they interact with other stakeholders?

How to answer

Simple first step: share the job description with your friends or family and ask them which of your attributes are relevant. They might be able to offer a fresh perspective on what you’d bring to the role and team.

Try not to use anything generic that won’t mean anything to the interviewer. For example, instead of “fun” or “clever”, try “sociable” or “perceptive”. It’s also an opportunity to mention your emotional intelligence (or EQ).

5) “Are you interviewing with any other companies?”

What is the interviewer trying to find out?

This is often one of the final questions your interviewer will ask, and it’s not because they want to know that you’re a good candidate. They want to know whether you really want this role, and how long they’ve got to offer you the job.

How to answer

In this instance, honestly is the best policy – but don’t reveal the whole picture. Make sure the interviewer is left in no doubt that this role is your preference (ok, that might not always be true!). If you are interviewing with other companies or you’ve already received a job offer, let the interviewer know but don’t give away any names.

Next steps for job interview success

Got an interview coming up? Or maybe you’ve just started your job search? Download our free interview guide today for detailed advice on:

  • How to prepare for different questions
  • Which questions to ask your interviewer
  • What you can do during the interview to improve your chances of success
  • Why your actions matter after the interview is over