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What does the question about a candidate’s motivation tell us?
The right questions reveal not only why someone is changing jobs but the deeper context: the candidate’s character and what they expect from a new workplace. The standard “Why do you want to change jobs?” can be too broad, though, producing answers that show only the surface of their motivation.
It often turns out that candidates have no clear motivation “towards” – reasons why they want to work at the new company – but are strongly motivated “away from”: aware of difficult conditions where they are, which are pushing them to move.
Is it worth asking about a previous employer?
Candidates are often wary of speaking critically about former employers, but in fact it is worth giving them room for an open conversation. If the company a candidate wants to leave falls short of basic standards – bullying, unpaid overtime, late wages – it is entirely legitimate for that to come up. The question is:Are you ready to hear a candidate’s real motivation? An honest conversation on this will help you avoid taking someone on who does not settle in and soon decides to leave.
Which questions uncover a candidate’s real motivation?
To get at the genuine reasons for a move, ask questions that make the candidate think harder about their experience so far and about what drew them to this particular role. For example:
- “What prompted you to apply for this role?”
- “Which aspects of the role interest you most?”
- “Which kinds of work do you feel strongest in?”
- “When do you get the most satisfaction from your work?”
- “If you receive several offers, what will guide your choice?”
The answers will show whether the candidate is driven by motivation “towards” – wanting to work at the new company – or motivation “away from”: escaping problems in their current job.
What if the candidate’s answers are too vague?
Sometimes candidates give answers too general to draw any firm conclusions from. It is worth asking them to be more specific, for instance:
- “What exactly do you mean when you say you want to work on more complex projects?”
- “What experience do you have of working on similar projects in the past?”
When the candidate’s motivation differs from the manager’s
A candidate’s motivation will not always match the hiring manager’s expectations. Managers often focus on hitting targets, and so favour candidates for whom purpose and results are paramount. A candidate’s real motivation, however, may rest on other, equally valid things: the wish to develop personally, a balance between work and private life, or a search for stability. A thoughtful hiring manager recognises that difference and listens openly to what genuinely motivates the candidate, rather than judging them against their own preferences.
Conclusions
To my mind, making room for a genuine conversation at interview is an investment that pays off in candidates who fit the organisation over the long term. Honest, well-framed questions uncover the real reasons for a move, which may involve both positive and negative aspects of a candidate’s current job.
If you would like more pointers on running recruitment well, do get in touch with me 🙂
