How to Question a Candidates Reason for Moving?

With the ongoing candidate shortage, the job market is a challenging phenomenon to find the right candidate at the right time.

You think you found the perfect candidate; they accept your job offer and then days later have withdrawn from the process and you are back at square one again – you guessed it, their current employer has put a counter offer to them.

So, during the recruitment process, how can you question a candidate about their legitimacy for seeking a move away from their current employer? Employers must be satisfied and determine whether a candidate’s reasons for moving are credible to avoid unforeseen circumstances and ultimately ensure the recruitment process is efficient as possible.

Below, are some questions to ask candidates in order to attain the key details you require when making a decision about a candidate.

1. Why are you looking for a new job?

This is a direct question that encourages the candidate to provide their main reason for seeking a new opportunity. It is a starting question to set the scene and for the candidate to share more on their personal ambitions and criteria. This will begin to give the interviewer more of an insight into what the candidate is seeking. E.G. Career progression, commute etc.

2. What prompted you to consider leaving your current employer?

This question digs a bit deeper into what may have triggered their decision to leave, helping assess if it's due to specific circumstances or a broader reason. If there isn’t really a legit or solid reason for considering leaving their employer, it should begin to raise red flags as its clear the candidate isn’t fully closed off to hearing what their current employer has to say.

3. Can you tell me about the factors that led to your decision to leave your last position?

This can provide insight into whether the departure was related to job dissatisfaction, conflict, career growth, or other reasons. This type of question can highlight a candidate personality traits and motivations, providing a good indication on a potential cultural fit throughout the firm.

4. What are you looking for in your next role that you’re not getting in your current/last position?

This question helps to identify gaps between the candidate's expectations and their current job and also sets expectations for the vacancy. It provides the opportunity to delve into specifics about your job role and align this with the expectations of the candidate. It is crucial to be forthcoming so any disparities can be emphasised early in the recruitment process.

5. Were there any challenges or obstacles in your previous job that contributed to your decision to move on?

This explores the work environment or job-related challenges that may have influenced their decision. It can provide a solid clue of work experience or work ethic of a candidate and allows for the interviewer to assess the long-term appetite and suitability for the job role.

6. How do you feel your goals have evolved since you took your last position?

This helps identify whether the candidate’s professional goals have shifted and if they are seeking new challenges or growth opportunities. It could be a situation where the candidate current employer can’t offer progression or develop the candidate’s skillset as they would desire. Establishing if a discussion has taken place between candidate and their current employer is vital information as the candidate may not have foreseen any sort of counter offer coming when they hand their notice in.

7. How did you approach your decision to leave?

This question allows the candidate to explain their thought process, showing whether they made the decision strategically and with careful consideration. It provides the candidate with the opportunity to demonstrate their genuine interest in the company and more specifically the vacancy or alternatively if they don’t really have an idea of what they are trying to achieve.

8. Was there anything you would have changed about your previous role to make it a better fit for you?

This helps determine if the issues were situational (specific to the role) or broader. This is where more external factors which can’t be controlled by the candidate can be established which can include relocation, hybrid working patterns or cultural differences.

9. How would your employer respond when you shared your decision to leave?

This can offer insights into the candidate's professionalism and how they intend to handle their resignation. This is an excellent opportunity for the interviewer to delve into more about the potential of a counter offer specifically, as candidates don’t realise how common they are becoming. Discussing it during interview can take the shine off any counter offer from a candidate’s perspective, reducing the threat long-term but also providing you with higher probability of attaining the talent you want.

10. Are there any lessons you've learned from your past experiences that have influenced your decision to seek new opportunities?

This question invites reflection on past experiences and growth, revealing if the candidate’s departure was constructive. Delving more into a candidate’s CV and learning more about their historical movements will certainly provide clarity to an interviewer as to what the candidates is trying to achieve as part of their job search.

Concluding thoughts…

These questions aim to encourage open discussion while maintaining a professional and neutral tone, allowing the candidate to express their reasons without feeling defensive.

There isn’t one set question which will provide a solid overview of the candidate’s situation and ambitions, so it is vital when interviewing to investigate specific areas further to establish the credibility and reliability of the candidate’s motivations and reasons for moving employers.