Friday, 8 January 2016

Guest Post: The Importance of Knowing Your Potential Employee's Motivations

A top premier league footballer in the pinnacle of their career has announced they will be leaving their club to join a small semi-professional team on one tenth of their previous salary. The obvious question everyone would immediately ask themselves is "why are they downgrading their career/salary and what could possibly be their motivation?"
The footballer’s motivation is quite simple; he has lost interest in the game and is looking for a more relaxing career having already earned a substantial sum. This is a perfectly reasonable and acceptable career choice for the footballer; however we will be looking at the recruitment impact for the semi-professional team.

Scenario 1
The semi-professional team fully understands the reason for the transfer and are happy with the move. They understand that the footballer may not be as passionate and committed as he once was but are pleased to have someone of his ability and experience in their team. This is a win-win scenario for both the team and the footballer.
Scenario 2
The semi-professional team expect the footballer to perform at his previous premiership level with equal commitment, passion and drive. They are unaware of the footballer’s motivation and as he will be the best paid player in the club they expect an outstanding performance.
Clearly in this scenario the club is going to be very disappointed with their new employee, however they have failed to examine the motivations for a top flight professional to move to their team.
Before You Recruit
Whilst you should have a clear idea of your desired candidate before you start your recruitment process, it is also vitally important to identify the driving factors as to why a candidate would want to join your company, whether it is:
  • A highly competitive salary
  • Career prospects
  • Flexible hours
  • A good working environment
  • A large degree of autonomy
This exercise is important as it will actually help you better identify your ideal employee. For instance should a candidates motivation to change their role be solely to increase their salary they may be a bad choice for your company if you pay rates are not competitive, as there is a high probability the candidate will promptly leave to find a better offer.
By matching the candidate’s motivation with your company’s selling points you are more likely to find a long term ideal candidate. If in doubt of the candidates motivations ask them clearly and directly at the interview stage.

Written by Labour xchange of
Industry experts in low cost recruiting, specializing in small business recruitment.


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