TO vs. FROM Motivations in Career Moves

Apr 8

When individuals consider switching jobs, their decision is often influenced by two types of motivations: moving TO something exciting or moving FROM something unsatisfying. These motivations play a critical role in determining career success for both the candidate and the employer. This is a concept we first read about from Steve Finkel. At our staffing company, we’ve found that understanding these motivations is crucial for successful placements. Whether you’re a recruiter or a job seeker, learning to recognize the balance between TO and FROM motivations can make all the difference.

What Are TO and FROM Motivations?

TO Motivations: A candidate is drawn to a new role because of better pay, career growth, or an appealing opportunity. For example, they might see themselves thriving in a leadership role or gaining access to career-advancing projects.
FROM Motivations: A candidate wants to leave their current role because of dissatisfaction. Common reasons include poor leadership, feeling stuck, or dealing with burnout.
While either type of motivation can drive a job change, relying too heavily on one can cause problems.

Why TO vs. FROM Motivations Matter

The balance between TO and FROM motivations can signal whether a candidate is ready for a successful transition or if they may face challenges.

A candidate focused solely on TO motivations might hesitate to leave their current role, especially if their employer offers a counteroffer.
Conversely, someone driven solely by FROM motivations may take a job out of desperation. However, if the new position isn’t the right long-term fit, they might leave prematurely.

The Numbers Speak for Themselves:

56% of employees who accept counteroffers end up leaving within 12 months.
73% of job seekers cite poor cultural fit as the reason for quitting.
20% of candidates ghost recruiters when they lack a compelling FROM motivation.
Balanced TO and FROM motivations often lead to better placements and happier employees.

How to Assess TO & FROM Motivations

Identifying the reasons a candidate wants to make a career move can help recruiters find the best fit for both parties. Here are some tips to uncover TO and FROM motivations during the hiring process.

1. Ask the Right Questions

To understand TO motivations, ask questions like:

“What excites you most about this new opportunity?”
“Where do you see yourself in the next five years?”
To identify FROM motivations, dig deeper by asking:
“What’s frustrating you about your current role?”
“If those frustrations were resolved, would you stay?”

2. Evaluate Emotional Drivers

High TO Motivation: Indicates enthusiasm about the prospective role.
High FROM Motivation: Signals urgency to exit their current situation.
Balanced TO and FROM Motivation: The perfect candidate for long-term success.

3. Challenge Their Thinking

Encourage candidates to reflect more deeply on their motivations:

If they only have TO motivations, ask, “What would you do if your current employer counteroffers? Would you consider staying?”
If they only have FROM motivations, ask, “Beyond escaping your current job, how does this opportunity align with your career goals?”

Real-Life Examples of TO and FROM Motivations

Failure Example: An ICU nurse was enticed by a prestigious hospital (TO motivation), but she was not unhappy in her current job. When her employer made a counteroffer with a slight pay increase, she stayed.
Success Example: A healthcare administrator was frustrated by a lack of leadership opportunities (FROM motivation). They also saw a clear path for growth and strong leadership (TO motivation) at the new facility. This led to a successful, long-term placement.

The Secret to Successful Placements

Recruiters and job seekers alike should aim for a balance between TO and FROM motivations.

A candidate without strong FROM motivation may never leave their current role or might accept a counteroffer instead.
A candidate without strong TO motivation might switch jobs but could end up unhappy and leave again.
By identifying and balancing these motivations, you increase the likelihood of finding the right fit—for the candidate and the employer. At our firm, we aim to make placements where TO and FROM motivations align seamlessly, creating success for both parties.

Final Thoughts

Understanding TO vs. FROM motivations isn’t just about closing a job placement. It’s about creating lasting satisfaction, growth, and success for everyone involved. If you’re looking for support in navigating this process, reach out to our team. We specialize in connecting candidates and employers based on these vital insights, ensuring every move is the right one.

Brian Hughes

Brian has considerable experience as a street-smart headhunter, who utilizes technology to achieve high-quality hires in a timely manner. While leveraging his deep network of contacts and resources across the nation, he is a power user of the telephone, his proprietary database, social media, job board resume databases, and internet search queries to attract top talent for his clients.

Working in the staffing marketplace since 1997, Brian founded Great Bay Staffing LLC in 2008, bringing a fresh approach to the business of matching successful companies with quality people. His success as a recruiter includes previously working for large national firms where he achieved million dollar sales marks supplying candidates to Fortune 100 clients.

Brian is proud to say that clients and candidates find his professional, personal, and relaxed approach refreshing. Many of his new business relationships are generated from his referrals.

http://www.greatbaystaffing.com/