As they say, money does not buy happiness, and therefore not every specialist is attracted to work by the salary. If a candidate is offered a job by several companies with the same rate, then additional motivation is needed. What it can be, they know in the turnkey recruitment company Move2Armenia Career. Let's talk.
Contents
Types of motivation
HR managers distinguish two types of motivation – external and internal.
Extrinsic motivation is what an employer can offer an employee. In addition to wages, this includes working conditions and benefits package, workspace equipment, team, freedom of action, incentives, promotions, etc.
Intrinsic motivation - this is what the employee likes about the work itself, therefore - his values. For example, a specialist likes to perform complex tasks and challenge himself; he wants to benefit others through his work; it is important for him to be in a prestigious company. Each candidate's internal motivation is different.
Make sure to maintain both types of motivation equally.
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Before meeting the candidate
It is advisable to understand the employee’s motivation even before the interview and especially the offer. First of all, study summary. Pay attention to the details: if a person occupied a lower career level, perhaps he is ambitious and professional growth is important to him. If he has been doing something unrelated to his desired position for a long time, he probably needs activity that is important and is not happy with the monotony.
Also pay attention to whether there is an emphasis on any tasks or courses that the specialist has taken and therefore enjoys more. In the "about" or "interests" section, don't miss out on more personal information. She will talk about how versatile and passionate a person is. Your company may even be able to support some of the candidate's hobbies and philosophies.
If there covering letter, note in it why the applicant was attracted to this job and your company, what he tells about himself, in addition to experience.
Check out social networks, to create an approximate portrait of the candidate: completely non-obvious information, even hometown, can be important. What if you have his fellow countrymen in your company, or maybe you realize that a candidate from a small town wants to work in a metropolis. What is important, again, are hobbies and how active a person is. A LinkedIn profile may highlight work accomplishments that the applicant is proud of and considers important.
Some candidates have scientific publications, they will tell you about the area of professional interests. If the employee’s tasks are related to what he wrote about, this will greatly increase his motivation, and will also give him the opportunity to write a new article based on his experience working in your company.
Having studied all of the above, build communication at the interview.
By the way, about the personal interview. In advance warn the candidate, what to expect: who will be present, whether there will be tests or other knowledge tests. This way the applicant will be prepared, his stress level will not be as high, which means his impression of the company will be better.
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What and how to motivate
Candidate's story
You don’t have to look for ways to interest the right employee. Immediately ask to tell about selection criteria future employer and prioritize them. In further conversation, start from the points that are most important for the applicant.
Don't hesitate to ask which companies does the candidate choose between? and why he is attracted to them. So, you will understand what motivates your interlocutor, and you will be able to say: “but we have it,” offering an alternative or better conditions.
Find out, why did the applicant quit? from your previous place of work and build your argument based on this. The team is not satisfied - conflicts are rare in a new place, and they are skillfully resolved; burnt out - you provide a lot of different tasks, etc. Of course, if this is really the case.
Motivating conditions
A candidate who doesn't care about salary or work for the sake of work needs to know what your organization is about. Tell us about company philosophy and goals for creating your product. To whom is it important and needed, for whom is it created. It is important for big professionals, who already understand that they will receive a lot, to participate in something useful. For example, an IT specialist works in a bank. He knows that his product helps customers get loans faster. But then he was offered to create an application for doctors. Here the candidate is already confident that he will be useful and take part in a good cause.
A candidate may come because of the salary or the social package, but he will stay if he is passionate about the work, that is, if there are interesting tasks. There are candidates who prefer monotonous actions and consistency, but there are those who want professional challenges, complex topics, with the help of which they learn new things and gain useful skills. It is worth mentioning training and advanced training, since it is important for candidates development.
Goes hand in hand with development career. Doing the same tasks and not getting promoted are the reasons why people end up burning out and looking for a new job. Tell us how often promotions happen, share approximate plans for him. It’s not just for the applicant to imagine who he sees himself in the future.
Even if monetary motivation does not help persuade a candidate now, he may be interested in how often bonuses are given out, are revising salaries.
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If you want to hire a high-class professional, then he may be attracted autonomy and independence. He has enough experience to lead, make decisions, propose ideas without constant supervision (within the framework of responsibilities and agreements, of course).
Without hiding, list working conditions: The more transparent they are, the higher the likelihood that they will choose your company. What is the work schedule, and is there any overtime, what tasks are expected? Here you can also talk about the social package, paid sick leave, medical insurance, vacation, business trips, if you provide them. Your conditions may be lower than those of your competitors, but when the candidate understands that they are being honest with him and that there will be no unpleasant surprises, he gives preference to reliability.
Make it clear that the employer cares employee comfort. When choosing between companies with the same salary and approximately equal working conditions, the candidate will go where, for example, there is a kitchen, a recreation area, they provide technical equipment, an office, etc.
Tell us what you are differentiate yourself from other companies. Maybe major partners trust you, you take high places in competitions, you have lectures on soft- and hard-skills for employees, and there are after-work interest clubs. The latter especially attracts relocants looking for a social circle.
Important point - work ethic. Employees should not write outside of working hours. If this is not practiced in your company, be sure to emphasize it. Even personal, friendly communication after work is not suitable for everyone - some prefer to meet colleagues only in the office. Assure the candidate that they will not be disturbed unless they agree to it.
No matter how great the position, salary and conditions are, bad team can cause the most motivated employees to quit. Saying that you are a big and friendly family is not enough. This phrase has already become a cliché, and not everyone needs such close relationships at work. Prove with examples how mutual assistance is manifested, how you communicate in a team. Don’t be afraid to talk about how disputes are resolved, because not a single job is complete without conflicts. A sociable, open person may be interested in team building events, corporate events and birthday celebrations at work.
It will be a plus if an employee comes to the interview who he will tell by his examplewhat it's like to work in this company. He can describe how his typical day goes, what he likes, how he communicates with his superiors and colleagues, what his tasks are.
Let's go back to interests, which you might have learned about from your resume, cover letter, and social media. Ask to tell you more about life after work. Think about which other colleagues share his hobby. Since he will see other employees often, it will be nice to have common topics. A gamer will find teammates among his colleagues, and a lover of foreign languages will join your conversation club. Perhaps the applicant’s interests will be useful to him even in the office, and not just outside it. For example, an eco-activist involved in recycling will be happy to give his colleagues a lecture on the importance of recycling and suggest organizing separate waste collection.
Be sure to find out does the applicant have any questions? to you - this will show your openness and readiness for dialogue. And at the end ask feedback: what attracted you to the work and what didn’t, are there any doubts? This way, you will eventually be able to come up with a suitable proposal.
We hope you find these tips helpful when hiring employees. And if you need help in searching and selecting personnel, contact Move2Armenia Career.
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