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人力資源當問 : 點解想轉工?見工被問到「點解想轉工」可以點答?

發展遇到樽頸位

目前工作內容+期待未來拓展工作方向
►在一個崗位待久了,難免會覺得工作內容重複、沒趣,而想追求新鮮感。你可以說明如果持續現職的話,將無法滿足自己求知慾與熱愛學習的心。並敘述你希望進步的方向、成長的空間,讓HR看見你是個喜歡不斷挑戰的優秀人才。

上一份工薪金太低

♦你的能力及價值+上一份工薪資體系無法突破的客觀原因
►不要直接指出人工太低,而要透過具體事例說明為何你值得更高的薪金。你可以說因為工作獲取了XX成果、你考取了行業XX相關牌照或資格,所以希望下一份工的報酬能夠反映個人能力及價值,增加談判薪金的空間。

與其他同事不合 

♦目前團隊合作方式+期望的正面團隊氛圍
►千萬不要帶有任何負面情緒,抱怨前同事的不是,即使要說明前公司的問題,也應該透過客觀角度分析,對事不對人才能為自己加分。如果因為前上司工作量分配不均而離職,你可以說由於前公司分工不明確、無法專注於某一範疇,而貴公司有明確的成長目標與部門分工,使你心生嚮往。

試用期內覺得不適合

♦磨合過程+發現巨大差異+對新職位的期望
►正所謂「人夾人緣」,如果不適應公司的企業文化,或價值觀不相符,盡早離開對雙方都是好事。你可以解釋曾與前公司嘗試磨合,但發現大家對工作期望出現巨大差異,例如不重視團隊合作,鼓勵內部惡性競爭,表示貴公司才是適合自己的環境,希望能出一分力貢獻所長。

公司業務重組或倒閉

♦如實說明原因+介紹原工作內容+對新職位的期望
►說謊是面試的大忌,遇上經驗豐富的HR時,謊言很易被一眼看穿。雖然你不用講出被遣散的心酸,但可以把它包裝成無害的答案。裁員並不一定代表你的能力差,你可以解釋在經濟大環境不好的情況下,公司迫於無奈解散部門,說明自己在現職的工作成果,並期望在貴公司實踐的計劃。

想跳出舒適圈(Comfort Zone)

♦感謝前公司給予成長+期待新崗位有哪些發展
►人人都懂得講「跳出舒適圈」,但真正有明確計劃的又有多少個?求職者除了表現求變的決心與熱情外,亦要清晰表達在貴公司想拓展的方向,呈現出積極向上的態度,讓HR知道你並非衝動辭職。


Information sources from : CTgood jobs 


Employment Programme for the Elderly and Middle -aged 

The Employment Programme for the Elderly and Middle-aged (EPEM) aims at encouraging employers to engage unemployed job seekers aged 40 or above in full-time or part-time (i.e. working 18 hours to less than 30 hours per week) long-term job vacancies and provide the job seekers with on-the-job training (OJT), through the provision of training allowance to employers. This will enable job seekers to adapt to new work environment and acquire essential job-specific skills. Upon completion of OJT by eligible employees under EPEM, employers engaging elderly job seekers aged 60 or above who are unemployed or have left the workforce may apply for an OJT allowance of up to $5,000 per month per employee for 6 to 12 months; while employers engaging unemployed job seekers aged 40 to 59 may apply for an OJT allowance of up to $4,000 per month per employee for 3 to 6 months.

In addition, the Labour Department (LD) has launched a three-year Re-employment Allowance Pilot Scheme (the Scheme) on 15 July 2024, targeting persons aged 40 or above who have not been in paid employment for 3 consecutive months or more. Employers of the Scheme participants can at the same time enrol in EPEM to provide OJT to the participants. LD will disburse OJT allowance to eligible employers and extend the duration of OJT period under EPEM. The length of OJT period would be fixed at 6 months for employee aged 40 to 59 and 12 months for employee aged 60 or above. Eligible employers should submit a completed "Preliminary Application Form for On-the-Job Training (Applicable for Re-employment Allowance

Reference link from  : Hong Kong labour department 


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