How to Answer: “Why Are You Leaving (or Have Left) Your Current Position?” 

This is a question I’ve seen people wrestle with quite a bit. It’s a question you can pretty much count on being asked somewhere in the interview process. There’s a clear answer – – after all, it’s either unfolding as part of the interview process, or the event has occurred, and the person answering the question (you, the candidate) was present for whatever rationale unfolded. 🙂   Yet it’s still a question that requires a clear (but concise), direct (but delicate), and truthful (but NOT a ‘You can’t handle the truth!’) answer. 

The Why Behind the ‘Why?’

First, let’s start with why. ‘Why’ is the interviewer asking this question? The fundamental answer is twofold: He/she pretty much has to ask that question, and he/she is usually pretty curious as to what the answer will be.   

The question must be asked because the answer is a fundamental piece of the puzzle within your resume. Most resumes give a good chronological path for where the candidate has worked, but rarely does it contain the rationale behind the changes in employment. Hopefully you’d see an obvious difference in various screening questions if the candidate has been fired for poor behavior by the last four employers as opposed to voluntarily choosing to leave each time for a better opportunity. 

Additionally, the recruiter or hiring manager is usually genuinely curious to fill in the blanks from the resume. Understanding what motivated/necessitated each change in employment helps the interviewer get a better feel for who the candidate is and helps them see a different side of the candidate from the rest of the interviewing process. 

Now, before we answer this question, let’s ensure we have a sound Biblical grounding and filters for how we will answer: 

• Ephesians 4:29: “Do not let any unwholesome talk come out of your mouths, but only what is helpful for building others up according to their needs, that it may benefit those who listen.” 
• Proverbs 12:17: “An honest witness tells the truth, but a false witness tells lies.” 
• Proverbs 12:19: “Truthful lips endure forever, but a lying tongue lasts only a moment.” 
• Isaiah 43: 18-19a: “Forget the former things; do not dwell on the past. See, I am doing a new thing!” 
• Job 17:9: “The righteous keep moving forward, and those with clean hands become stronger and stronger.” 

Do’s and Don’ts

Hopefully you’re already gleaning some basic premises for the foundations of how to answer the question of ‘Why are you leaving (or have left) your current position,’ but let’s explore three ‘Do’s’ and three ‘Don’ts’ principles for your answer. I trust you’ll see a direct correlation to the Scriptures above. As a caveat to the brief guidance below, I’d encourage some personalized coaching and feedback on your answer to this question. You can get support from one of our Crossroads Guides. 

DO’S: 

1. Tell the truth – Always the best approach. Whatever happened has happened, and you can’t change it. However, you can shape the answer in a productive way.  For example, the words “fired, terminated, let go, and RIF’d (Reduction In Force) all carry the same outcome, but different connotations for the listener, and you should create your answer accordingly.   

2. Be clear and complete – You don’t want to leave the interviewer wondering what happened, so ensure your answer isn’t rambling, but also fully answers the question.  The quicker you’re able to move on to another topical question the better. 

3. Be concise – You could simply say, “I was fired” in answering the question, or “I wanted to move on,” but both of those answers leave the way open for more questions on this topic, and you want to keep the interview moving on to the next topical question.   
    

DON’TS: 

4. Be negative – For whatever has occurred, you don’t want to come across as negative in any way, shape, or form. Constructing your answer intentionally positive and confidently are critical to combatting what many times are our natural tendencies here. Any time an answer sounds like it’s blaming the previous organization or supervisor, it’s natural for the interviewer to wonder what the other side of that story sounds like. Owning appropriate responsibility always makes a better impression. 

5. Give too many details – The less you say here, the better. It’s a bit of an art process, particularly if moving on wasn’t your decision. However, the more we say here, the more opportunities we open for ourselves to fall into the trap of being negative or prompting more questions on this topic from the interviewer. 

6. Trivialize the question – While you may not like this question or think it is necessary, for the reasons previously given, you’ll need to answer the question. If you come across to the interviewer like you are discounting or minimizing the importance of the question with your answer, you’ll do yourself more harm than good. Being earnest and straightforward with your answer is the key. 

Recognizing these principles, here are a couple examples for how you might go about creating your answer to this question: 

• Involuntary – Unfortunately I was let go from my previous position. I did not meet the expectations my supervisor had for the position. I now recognize I should have asked for help sooner and kept him better informed about what I was not clear on with those expectations. (NOTE: Being accountable and demonstrating you’ve learned from your past mistakes sets a positive tone). 
• Voluntary – I feel like I learned and contributed quite a bit in my previous position; however, I also felt I had more to offer, both for the organization’s and my benefit.  Although I feel like I have been diligent in pursuing other options for advancement within my role and the organization, I don’t see that unfolding in the near future; thus, I am exploring employment elsewhere. (NOTE: Not being a victim and being perceived as proactive comes through strongly here). 

As I mentioned, your personal answer to this question for each change in employment is very important. If you know you’ll be asked this potentially sensitive question, careful preparation and practice are critical. Practicing your answers out loud with a Crossroads Guide, or another person in a confidential, safe setting is highly recommended. 

As with many things in our past, we can learn from them as we move forward. We don’t want to be trapped by our past, but utilize it effectively to help shape our future. Blessings! 

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Dave Sparkman currently serves as the volunteer Crossroads Career board chair and local ministry leader. He is also the founder and managing director of Spark Your Culture, a corporate culture consulting firm. Prior to that he worked at UnitedHealth Group, a Fortune #5 public company, serving in the role of Chief Culture Officer. His unemployment experience came from the implosion of Arthur Andersen, where he served as the West Region Managing Partner, People.