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Motivations to Move

The big ‘WHY?’

 

Why do you want to change your job?

Many candidates primarily consider what they know against the job description. Having the right expertise is an important requirement, but it is not enough. In addition, we must look more closely at what might motivate a candidate. Many of the requirements specified for a candidate can be nuanced in order to provide room for a new employee to grow into a role.

As advisers, we do not force a job opportunity onto candidates. We ask open questions and listen carefully when discussing a possible job change. We listen for answers about why the candidate wants this job. What are their ambitions? Is the candidate driven by ‘push’ or ‘pull’ factors?

  • Pull motivations which draw you to a job could include its content and growth opportunities, an opportunity to apply your expertise in a new sector, or greater leadership challenges.
  • Push motivations concern reasons why you want to escape from your present position. Candidates might be fed up with their current job, want to be better paid, have a bad relationship with their boss, or be generally critical about their present working environment.

The right motivation is an important requirement for thriving and making a difference. If you have anything to gain from a change of job, it is easier if you have a commitment, make an extra effort and contribute to good internal collaboration.

Pay is seldom a sufficient motivational factor by itself.

Cultural match is both crucial and under-appreciated.

What can you do yourself?

Enterprises have different purposes and ownership. Organisations vary in culture, size and structure. Some companies have a totally commercial DNA, while other workplaces are more balanced, driven by new insight, or contribute directly to social progress. Being conscious of your own motivation and taking ownership of the process are important success factors when changing jobs. Awareness of ‘what triggers and what drives me’, combined with an ability to explain why exactly this role could be right for you, will be important. By obtaining information about relevant employers, the candidate also takes personal responsibility for testing their match with a new workplace. This is particularly critical if you have been with the same employer for a long time, because it can then be difficult to assess what you take for granted in today’s job – and which could be lost.

Choose an adviser who understands the significance of motivation.

Where an enterprise is concerned, the value of making the right appointments is considerable. And the choice of employer will be crucial for an employee’s career development. That makes it vital to have good advisers who both understand and can provide input to both sides. Our job is to search out environments and candidates who possess a good baseline for both wanting and contributing to a new role. The ability to think openly around motivation together with relevant candidates is an absolutely central part of the adviser role, and crucial in ensuring that the right choice is made – for both clients and candidates.

 

Hild Kinder, Partner
Benedikte Stiff, Partner
Norway

 

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