Stop Asking Me Why I Want to Work At Your Company

I've been neck-deep in job applications recently.

After being laid off last month when my org restructured, I’ve been balancing an extended vacation with self-improvement—coding, photography, content creation, and even some language learning—all while navigating the job hunt.

Despite the allure of literally everything that comes with a vacation (especially if you're doing it on the other side of the world from where you normally work), I've been making good progress -- at least in terms of getting applications out there.

But one thing makes me want to ALT+F4 every time I see it:

The dreaded question: “Why do you want to work here?”

The Problem with Asking Why

Every time I see this question on an application or hear it in an interview, I do a quick facepalm and seriously question how badly I want to complete this application. It’s not that I don’t have reasons for applying—I do—but this question feels like busy work.

It’s like the recruiter wants to see if I’ve memorized their 'About Us' page or their company mission and can vomit it back at them in my best Sue Gorgon (from Mythic Quest -- great show if you haven't seen it) impression.

What's worse is that the elephant in the room is that most companies already know the answer anyways.

Imagine sitting across from someone on a first date (or standing across from their mom or dad on your way to that date) and hearing, “Why do you want to date me/my son/my daughter?”

Awkward, right? You're probably tensing up as you read this.

The answer is usually obvious-- some combination (or all) of the following:

• I think you’re/they're attractive, interesting, and/or worth getting to know better.
• I believe we’re compatible enough to try this out.
• I’m looking for a connection (romantic, sexual, or both), and you/they seem like a good option.

Your dad or mom knew why they were pursuing the other. So did everyone else. It’s no different with jobs:

• I need a job to support myself and want this opportunity.
• I think you'll pay me what I believe I'm worth.
• I believe I’m qualified to do the work you’re asking.
• I think I’ll love (or at least tolerate) the people I’d be working with.
• I like the benefits your company offers.

The reasons are clear and pretty much universal. Sure, there might be specifics that make one role stand out more than others, but at its core, it’s the same story for most candidates.

There's nothing wrong with that.

So why ask the question when the answer is so obvious?

Why "Why" Doesn’t Work

Asking why someone wants to work at your company doesn’t really help dig into what matters most about us as candidates.

Here’s why:

• It rewards surface-level answers. You get candidates quoting your website or listing generic reasons like “you’re a leader in the industry” or “I’m excited about your innovative culture.”

If we’re going back to my dating example, it’s like someone saying, “You're beautiful, you have nice hair, and I like your smile and laugh.” Sure, it sounds flattering, but it’s vague and doesn’t tell you anything meaningful about why they’re sitting across from you. It’s all fluff.

• It puts pressure on the candidate. With people (like me) getting laid off left and right in the current market, candidates are often applying to dozens of companies. Expecting someone to deeply personalize every application or interview response feels out of touch.

On a date, it’d be like expecting someone to show up with a perfectly rehearsed speech about why they’re interested in you before they’ve even gotten to know you. It’s awkward, unnatural, and puts a ton of pressure on both sides that you don't need.

• It misses the big picture. What really matters isn’t why someone applied—it’s how they’d show up, contribute, and thrive in the role.

Similarly, on a date, the real question isn’t “Why do you want to date me?” but rather, “What kind of partner would you be, how would we work together, where do you see this going, and how compatible are we?” Answering those questions is where the connection happens.

At best, asking why will get you a canned response that shows how well a candidate can research (or BS). At worst, it alienates people who are passionate about doing great work (or being a great partner) but aren’t going to play the game of performative fandom for a company they haven’t even joined yet (or person they don't even know).

What to Ask Instead

Don't get me wrong, I get it.

I understand why companies ask this question. They want to make sure that I’m genuinely interested in the role and that I align with their mission, vision, and culture. Nobody wants to hire someone who’s just sending out résumés to everyone with an open position. They want to know I’ve done my homework.

So let me help with that.

If you're a recruiter, here's what you can ask instead to get those juicy insights you want—questions that actually show you how a candidate works, what they value, and how they’ll fit with your team.

Work Style

• What kind of feedback style/cycle helps you do your best work?
• What are your general preferences when collaborating with a team?
• What are three things you need to thrive in your work environment?

Culture Fit

• What does a positive team culture look like to you?
• What kind of leadership style works best for you?
• Tell us about a workplace that made you feel supported. What did they do?

Goals and Growth

• What skills or experiences are you hoping to gain in this role?
• What’s something new you’d love to learn or tackle during your time at this job?
• Where/How does this role align with your career goals?

Values and Motivations

• What motivates you to do your best work?
• What are you looking for in your next company beyond the job itself?
• What do you consider non-negotiable when it comes to a workplace?

These kinds of questions shift the focus to what really matters. They’re specific, actionable, and -- most importantly -- respects both the candidate and the company’s time.

The companies gets better insights. The candidates get a fairer shot at showing their potential and making their case. Everybody wins.

The Bottom Line

I wrote this post because I was frustrated and annoyed.

But more importantly, I’ve been on the job-hunting rollercoaster long enough to know that we can—and should—do better. The “Why do you want to work here?” question might be a staple of hiring processes, but it’s outdated and doesn’t serve the purpose recruiters think it does.

If you’re a recruiter or hiring manager, I hope this gave you some ideas for reframing how you evaluate candidates. If you’re a job seeker like me, just know that I see you and feel the same thing you probably do whenever you run into this. I hope this helps you advocate for yourself when that question pops up. If you're in the dating market, maybe this just helped you better navigate your next first date.

Instead of fishing for rehearsed answers, let’s start asking the kinds of questions that lead to real insights, better connections, stronger teams, and fewer facepalms.

That's it -- that's the end of my TED talk.

My name is TéJaun RiChard and I’m a (currently unemployed) content marketer and creator.

My strong suit is content strategies, copywriting, storytelling, and ranting about pain points that everyone can relate to ---whether in blogs, videos, or on social media.

Outside of content, I’m an aspiring digital nomad who loves photography, coding, travel, and exploring how I can better craft the life I want. My missions are to find my sense of ikigai, eventually escape the 9-5, and, if possible along the way, help others take their first steps toward a more independent lifestyle—whether that’s launching a creative side hustle, learning new skills, or finding ways to live on their own terms.

Follow me for tips, stories, rants, and creative inspiration to start building your own path to freedom as I pursue my own.

If you'd rather work with me, that's fine too. Don't worry. I won't ask you why.