Motivation Matters: How to Hire for the Long Run
Many individuals are in professions that they love and excel at. For some, they don’t consider them merely jobs, but careers. What’s more, they consider these careers identities; ones that inspire a great deal of passion in their lives.
Of course, people who feel this way are a blessing to employers. Not only are they more likely to stick around, but they tend to go above and beyond the call of duty. People flourish in roles that inspire them, and intrinsic motivation is hard to teach.
So, it seems logical that companies would actively seek these highly motivated individuals; however, finding them is often a challenge.
Often, employers hire candidates that seem extremely motivated, but these individuals end up not working out. Unfortunately, these hires may not even realize that they’ll be a poor match until well into employment.
Too Many Resumes
At times, an organization may receive dozens, if not hundreds, of applications for a given role. Interviewing each of these prospects would cost a great deal of time and money. In addition, this method wouldn’t actually determine the ideal fit.
Learning about a candidate’s motivations is a much quicker and more accurate way of determining whether a candidate’s core values and interests align with an available role. This way, an employee can determine whether they meet the criteria to advance for an interview.
More than ever, companies are striving to create a clear and meaningful mission statement. Although the statement may be concise, it represents a snapshot of a wider, more complete vision of what an organization strives for. And, when a potential hire does not feel driven by it, they won’t have a great deal of passion for the career.
For some, a company’s vision helps them get out of bed in the morning; they feel proud to be apart of it. In turn, they will actively do what the can to promote success across the board.
While performing pre-employment screening benefits employers, it is equally important for the welfare of employees. Many people are in roles that make them feel stressed, unfulfilled or just generally unhappy, but they don’t always choose to quit. In fact, many people work decades in industries or with companies that make them miserable.
Often, people choose careers that don’t actually align with their interests. Whether they came into their fields by chance, or expected something different from a role, they wind up feeling uninspired. Ensuring this isn’t the case is vital for employee well-being and workplace productivity.