Job lost due to failure of probation - what to say in interview?

Abcynthia

Hi there,

I'm looking for a bit of advice on my partner's behalf. He just yesterday lost his job down to failure of probation period. He failed because his personality wasn't suited for the job. He was actually working as an employment consultant in a company that is one of the providers of the work programme. The only issue they had with him was he was too polite and nice. They wanted him to be far more aggressive and pushy. That just isn't him (he likes to treat people like human beings) so it was agreed yesterday he would just not pass his probation and they let him go.

He had already been applying for new jobs as he wanted to leave anyway and he had applied for one last week as a customer service adviser for a local housing association. He has been successful in getting an interview. However, of course, his circumstances have changed and when he wrote his application he was at the time employed.

I have a few questions. Should he mention the fact he is no longer working for the employer he noted as his current in the interview? One advantage I can see is that he can start the new job immediately.

However my main concern is his reference. His ex-manager has said she will be happy to provide a standard reference for him. I am unsure what a standard reference is. Of course it is going to say left due to failure of probation. That looks pretty bad, but it isn't because he was a terrible worker or did anything wrong - his personality was just not suited to the position. Should he make the possible new employer aware of this in the interview? My instincts scream that he should just be honest about everything (not saying anything derogatory about his previous employer of course), but I am no expert and haven't been in this position myself so would be grateful of other peoples opinions. Should he offer up the information or interview and just wait and see?

Thank you for reading

marybelle01

A standard reference is dates of employment and may include the reason for leaving, but not necessarily. That's up to the employer. It's just my opinion but I agree with your instincts - tell the truth without slagging off the employer. He gave it his best shot but his personality did not suit this type of environment, what he has learned about himself that means he won't make that mistake again and so on. Sometimes a job isn't a right fit - what they want him to convince them of is that he is the right fit for their job!

Abcynthia

Thank you Marybelle01.

I am always an honesty is the best policy person, just with the position we are in I want to make sure I really am giving him the best advice. On a side note - the job my partner got with his now previous employer became open because the previous girl failed her probation too. She then went on to work for the housing association that he is interviewing for in a similar position so I guess this is the proof that they understand this situation

Brassedoff

Abcynthia wrote: »

Hi there,

I'm looking for a bit of advice on my partner's behalf. He just yesterday lost his job down to failure of probation period. He failed because his personality wasn't suited for the job. He was actually working as an employment consultant in a company that is one of the providers of the work programme. The only issue they had with him was he was too polite and nice. They wanted him to be far more aggressive and pushy. That just isn't him (he likes to treat people like human beings) so it was agreed yesterday he would just not pass his probation and they let him go.

He had already been applying for new jobs as he wanted to leave anyway and he had applied for one last week as a customer service adviser for a local housing association. He has been successful in getting an interview. However, of course, his circumstances have changed and when he wrote his application he was at the time employed.

I have a few questions. Should he mention the fact he is no longer working for the employer he noted as his current in the interview? One advantage I can see is that he can start the new job immediately.

However my main concern is his reference. His ex-manager has said she will be happy to provide a standard reference for him. I am unsure what a standard reference is. Of course it is going to say left due to failure of probation. That looks pretty bad, but it isn't because he was a terrible worker or did anything wrong - his personality was just not suited to the position. Should he make the possible new employer aware of this in the interview? My instincts scream that he should just be honest about everything (not saying anything derogatory about his previous employer of course), but I am no expert and haven't been in this position myself so would be grateful of other peoples opinions. Should he offer up the information or interview and just wait and see?

Thank you for reading

I agree with the other poster. Tell the truth. If asked your husband could simply explain what the programme is, how the attendees are reticent in being there. Paint the picture, a lot of interviewers will instantly understand, at some point they would have had someone sitting in front of them simply there to placate the DWP. I would then go on to underline hoe the experience has aided his career in very difficult circumstances.

Savvy_Sue

My advice, as ever, is to practice saying aloud what he wants to communicate! If you do this a few times beforehand, it will be far more likely to come out 'right' when it really matters.

jobbingmusician

I run a charity, and if someone came in saying that working for the Work Programme hadn't suited them because of their personality (because they like to treat their clients as human beings), it would tend to prejudice me in their favour rather than against them!

keyser666

As jobbing said, this would also be more favourable with a housing association to treat people like human beings in that environment.