Why Uncovering How People Are Motivated Aids Your Recruitment Process
Generally speaking, human resources and hiring managers spend the majority of their time measuring whether someone has the experience, knowledge and cognitive ability to do the job at hand.
In addition, prospective talent may also be screened for culture fit and given any one of a wide range of personality assessments, which analyze what the job requires and the traits of an individual that would likely perform best inside a particular role.
What’s Lacking In Recruitment Processes Today
However, very little exploration has been done to date on how motivated a candidate would be inside a particular job.
All jobs have certain structures and characteristics to them. And it’s often those elements that cause people to be attracted to applying for them.
The job may offer potential mobility that a candidate has been seeking and finds very enticing. Or it may offer flexibility, such as sliding hours or the ability to work from home.
Each factor associated with a job may entice certain candidates to apply, and as hiring managers, sometimes we lose sight that these factors are often highly motivating to candidates.
Rather than tweak the job to match a candidate, employers should be seeking candidates that mesh with the motivating factors of the roles and work context of the jobs for which they’re currently recruiting.
How To Identify The Motivations Of Your Candidates
In order to be able to determine who will be a top performer within a job role, you must understand the motivating factors of that position, first.
While the culture of the organization may provide motivational support to the employee, it’s the work they’re doing every day–either alone at their desks, out building relationships with clients, or in team meetings–that needs to be driving their natural desire to do great work.
The best way to uncover these motivating factors?
Consider bringing in an outside consultant to interview people currently performing within the job, along with their supervisors. Utilizing a consultant to gather this information often delivers more reliable, unbiased responses.
As part of the interview process, the consultant can create a list of potential motivating factors that exist within each role for which you’re hiring and ask current workers to rate the extent to which each motivator is present in the job.
For brand new roles in the company, hiring managers can either self-ask or have a consultant question the supervisor of that role regarding the likelihood that motivating factors would be present in this new job.
How People Are Motivated Aids Your Recruitment Process
As a result of the information gathered, you’ll gain the ability to understand how each candidate’s personal motivators align with the job role for which they’re applying.
By arming yourself with this information and adding it to your company’s recruitment process, you’ll generate a higher likelihood of hiring candidates that will be naturally driven to perform within the job.