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Interviewers want to understand your motivations for moving to a new role—what drives you, and how your experience aligns with the company’s needs.

Why Interviewers Ask These Questions

Your response may give insights about:

• What motivates you
• Your inter-relationship skills
• Your character e.g. loyal, go-getter, optimistic

Some of my learners have shared their reasons for leaving as follows:

• They were bored and want a change
• They want better prospects, pay and feel they have plateaued or not being given the opportunity to advance
• The old job was not what was promised as they ended up assuming drastically different roles, often times more responsibilities
• They were not getting guidance, support or had to endure some element of work toxicity

I empathise with every one of these. Realistically, these are issues that arise in any organisation. Good ones recognise a massive scope in personnel behaviour and development, investing in strategies to support growth and retention.

But, it does not mean one should just say it as it is.

How to Turn a Challenging Situation in Your Favour

Organisations aim to reduce employee turnover, which is costly.

In effect, other than talent and abilities, recruiters look for assurance of:

• Your commitment to stay
• Your strength of character - no environment is perfect: how do you manage stress and challenges in its various forms at work; what is your level of resilience and initiative in problem solving

They would not want to detect that at the first sign of trouble, how easily you buckle, potentially leaving in avoidance.

You can be honest, yet present a compelling and professional case. Here is an example of what a junior to mid level employee in sales may say:

"In the five years that I was with the company, I have had the opportunity to service and introduce our fast moving consumer product lines to the local retail market. As we do not focus on industrial markets, I seek the experience and challenges of serving the non-retail segment in a closely related industry. I believe I can apply my experience immediately and looking ahead, I see there are many opportunities for me to work in the new product lines as well."

For all intents, he or she may have been bored to tears after five years but rather than cite "boredom" as a reason for leaving, the highlight is on:

• The different market segments - elements of change in the new organisation where the candidate seeks exposure
• The existing experience the candidate has will enable immediate contribution
• The potential to contribute in new areas of product development
• Aligning career goals with new opportunities

Rather than behaving like a victim of circumstances, here is someone who takes charge of fate. At the same time, the candidate neither speaks ill of the previous employer nor place it in a negative light. This response is framed around career growth and skill development.