How to Answer "Why Do You Want to Leave?" When You're Already at the Top?

The most common question is, "Why do you want to leave?"

Common answers include seeking better prospects. But what if we are working for one of the largest or most reputed firms, and are designated as a PA to the MD/CEO, the topmost position? A better package doesn't sound appealing to the recruiter. Criticizing the current employer or management is also not advised, even if it may be true.

Please suggest what would be the perfect or satisfactory answer.

You can be diplomatic when you answer this question. This is the question the prospective employer checks your wit. You can say that you have learned a lot in your present job and wish to utilize your skills in a company that offers exciting opportunities to grow as a person and as a professional. You wish to broaden your learning horizons and look forward to seeking a rewarding career as you grow. Remember never to degrade your present organization. When asked why you wish to leave, you can state that they have offered you a lot of opportunities to grow and you have given your best. You look forward to climbing the corporate ladder. The present company does offer opportunities, but at some point, you feel that you are saturated and wish to contribute your talents in the arena where the sky knows no limits. By joining a new organization, not only are you seeking a monetarily rewarding challenge, but also utilizing your prior expertise and learning many more new roles on the job which will help you tap your unknown potential.

You can add many more to this... these are a few tips.

Hope it helps.

Don't get confused at all... Be honest but diplomatic. The few reasons you may look for a change are:

1. Good profile
2. Reputed organization
3. Fantastic/dream location
4. Monetary benefits
5. Desire for learning

But never let the HR feel like you are more influenced by the job and that you are a job seeker/job hopper. Diplomatically, you need to explain your aims and goals in your life and relate them to this change.

However, my sincere thought is that this question should not be the only benchmarking question to decide about the candidate's guarantee to stay in the organization. In fact, it is very easy to know from the candidate's attitude and behavior whether he is a job seeker or an opportunity holder. Many times, even though the right candidate clears the technical round of the interview, he fails in HR only with this question. HR really needs to focus on this question positively.

There may be many reasons such as:

1. Work profile
2. Company reputation
3. Unfriendly work environment
4. Lack of benefits
5. Seeking a new challenge
6. Work schedules and hours
7. Career change

Please let me know if you need any further assistance.