What Do the Applicants Want?

This is the key question for the HR-managers to answer prior to hiring a candidate. What does s/he need, what is his/her motivation? The failure to identify motivators may lead to the loss of the most promising candidate as early as at probation stage. Anton Ivahnov is going to tell the readers about the ways to seek for and detect the applicants’ actual needs.

Why does the promising candidate quit without passing probation? What factors induce him/her to act like that? Many Personnel Managers keep facing such challenges …

One of the most widespread reasons for quitting before the end of probation term is inaccurate or erroneous diagnostics of a certain person “motivators” upon entry into employment. Meanwhile, each HR-manager realizes: a good candidate is a motivated candidate, and the higher the recruit’s motivation, the sooner s/he is going to acquire the necessary working skills.

To forecast the “survival” potential of the new employee Personnel Manager should examine the complex of motivators, going above material incentive. Besides, the Personnel Manager should bear in mind that the same factors (money or Internet access) meet different needs of different people. In connection with this it is important to be able to correctly detect (and take advantage of) the peculiarities of the prospective employee’s motivation. Besides, accurate assessment of motivators is the basis for planning the employee’s development and career growth.

Detection of the applicant’s predominant motivators will help the HR-manager to save efforts and time in the process of communication with a number of candidates, and, as a result, to hire an active, goal-oriented person, with a focus on achievements that stay in line with the company’s objectives.

HR-manager’s work on assessment the hire’s motivators should result in clear answers to such questions:

  1. What are this person’s predominant motives (and, correspondingly, – motivators)?
  2. Does s/he possess a development motivation?
  3. What motives may be used for further development of the candidate?

Methods of Motivation Assessment

People are driven by their needs and motives and it is these needs and motives that determine the behavior and trigger personnel management decisions. But their influence is “not linear”. Many scientists researched the process of motivation (see A. Maslow, F. Herzberg, D. McGregor, C. Alderfer, D. McClelland etc), but neither of the theories managed to provide an exhaustive answer to the question: “What is the way to manage human motives?”

To understand the system of assessment and motivation management within the framework of personnel management it is necessary to distinguish between the concepts:

  • need;
  • motive;
  • motivator;
  • inner motivation;
  • personnel motivation system.

Need – experienced by a person need of those things that are necessary for his/her existence and development.

Motive – subjective reflection of the need, stimulating a person to some activity.

Inner motivation – individual set of motives, stimulating a person to some activity.

Motivator – the factor of job satisfaction, influencing job efficiency. The change of motivator boosts (or reduces) a person’s job satisfaction.

Personnel motivation system – a system of management influences on the employees’ motives, directed at achievement of the highest possible efficiency of a certain organization performance.

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