I am convinced my Manager was a psychopath! 9


The reality of the situation is that in life you get good Recruiters and you get bad Recruiters. A bad Recruiter will accept your “I left my last job for greener pastures!” and move on with the rest of the interview. However it will only take a good Recruiter a few more questions around the subject before you say something like. “But I am convinced my Manager was a psychopath!” (oh no did I say that out loud?)

Don’t panic I also worked for that person and you would be surprised how many people leave managers and not companies! However calling your former boss a psychopath, does not necessarily inspire another manager to offer you a new job!

Good Recruiters know this and they are not as worried about the personality clash, as much did the manager give you hell, because you were not doing what you were being paid to do? Was the Manager the problem or were you the problem and now you are trying to blame them? Are you difficult to manage? Who was actually impossible to work with?

Starting off the topic with a lie is always a risk (as you never know which Recruiter you will get).  When I go for an interview I am always upfront and explain my situation. Without becoming personal or insulting, I explain how after exploring every single opportunity to sort it out, I was eventually left with no option but to leave, without throwing my toys! Sometimes it’s not what you say vs. how you say it!

If it was you, how would you say it?

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9 thoughts on “I am convinced my Manager was a psychopath!

  • Denise Mc Creadie Post author

    Thank you all for your varied and enlightening comments. It has been is very interesting to see everyone’s take on this!

    Sylvia I think you hit the nail on the head when you said “if there’s one thing to we should do with unemployed youth is to do an evaluation of their natural interests and aptitudes and give them guidance”

    I find too many people study or go into a specific filed because there is a need VS what they are good at. If you are good at something you will succeed (even in a job short market) instead of slogging away at something that does not come naturally to you and that you don’t like! How someone can do a job that they hate every day is beyond me!

  • Sonja Broschk

    Shortly after receiving my masters degree, I went for an interview (this was a while ago…, but…) the dear, young girl (yes, sarcasm reigns supreme) so sweetly asked me if I could type and how many words a minute… It is a pity that, unfortunately, many recruiters are hired without a clue of what university degrees represent or mean, or what is needed in the real, working world.  Therefore, if you are dealing with the proverbial ‘young poppie’ who looks good (for sales purposes), rather opt for the older, more mature person who has more experience and people skills needed for hiring and placing purposes.  It is for this reason that many people are hired for the wrong reasons for the wrong positions.  And besides, having been in the recruitment industry, what happened to that concept of confidentiality? I will tell the recruiter the reason I am leaving my current place of employment.  It is not her/his job to malign my name to a potential employer but rather to focus on my strengths and positive attributes that can benefit the company.  If he/she informs the potential employer that I said “my previous manager was a psychopath” then she/he is doing themselves a disservice because their commission is dependent on the hiring of an individual.  Go for experience and expertise – or rather insist on it!

  • Clinton Branders

    I appreciate the truth posted in the this article. Some people hope for tomorrow, yet it never comes or they are holding onto false promises and these are false as they become naive as a result of needing to feed their children.

    Des is correct, job profiles have wrong people applying them, and so many companies have internal titles but when you look at that title being advertised people find that they are out of the ‘loop’ and not in the running because it’s watered down in their working environment

  • Des Squire

    In so many instances the problems as outlined in the various responses are compounded by the fact that job profiles are used in the selection process. However the job profiles state what the incumbent should be able to do and what will be required of them in the new position.

    Job profiles are sadly lacking when it come down to identifying required skills and recruiters in many instances do not know how to establish if the skills required do in fact exist. 

    This is one area where the new OFO’s can be of tremendous benefit – they necessitate the re-writing of job profiles aligned to skills and competencies. Unfortunately there is and will be a greater need to re-train recruiters in terms of competency based recruiting and selection.  

  • sylvia hammond

    Great discussion to raise – especially for younger members to see.  The world of work is less than perfect. 

    One of my key hot buttons is the undeniable fact that the majority of people are in the wrong job – by virtue of inadequate or nil career guidance, because a family member got them the job, because it was the only thing they could get –  or allowed to do – and that situation has not changed.  Personally, if there’s one thing to we should do with unemployed youth is to do an evaluation of their natural interests and aptitudes and give them guidance before we place them.  The correct opening may not be available but they will at least look out for the more appropriate openings.  And to answer your question they would have a more realistic assessment of the employment relationship and why it goes wrong – and be able to explain that to the recruiter.

  • Carl Muller

    I left jobs three times because of managers. Of those three times I was fired twice. The first time I caught a manager with fraud. He fired me the next week.

    The next time the MD did not like me and ask the manager to fire me.

    That is why I work for myself. No asshole can fire me. Our business has grown from nothing to more than R2 t/o in 5 years.

     

  • Nicky Farmer

    As a good recruiter (well I like to think so and my candidates and happy clients back me up so it’s not pure heresay!) I couldn’t agree with this more. I would far rather be given the benefit of the doubt when interviewing a candidate – let’s discuss the reality of the situation and I’ll decide what and who to believe ….

  • Tass Schwab

    Sounds familiar, I worked with someone who tossed papers around and shouted and performed often. The day I resigned I actually said very loudly to this individual if he was done tossing his toys out the cot… I just about got a standing ovation from the floor… perhaps he will learn from this. Thankfully this has only been the case once in my life!!! Yes to being honest about the reasons you left your previous job, radical honesty can only get you more truth… and also means a better job fit perhaps!