Written by Greg Kedenburg, I/O Psychologist
There are many factors to consider during the hiring process, ranging from professional experience and education to industry knowledge and job motivation. Having to take such a wide range of qualities into account can be overwhelming to a hiring manager, but it is necessary to hire strategically and to consider motivational fit. Motivational fit can often make or break it for a candidate regarding how successful they’ll be in an organization. Despite often being overlooked, a candidate’s workplace motivators can make a significant impact on their job performance.
What is motivational fit?
Motivational fit refers to the extent to which an employee’s workplace motivators – both extrinsic and intrinsic – align with what the organization offers. When an employee’s job motivation aligns with these factors, they are more likely to be engaged, satisfied, and committed to their role. Strong motivational fit not only increases job satisfaction, but also improves retention by ensuring that employees find meaning and fulfillment in their work.
Understanding workplace motivators: Intrinsic vs. extrinsic
The aspects that make up motivational fit are varied, but they are often broken down into two general categories – extrinsic and intrinsic motivators.
- Extrinsic motivators – These workplace motivators include factors related to the physical job itself. Examples include salary, benefits, work schedules, and the work environment.
- Intrinsic motivators – Intrinsic motivators are more abstract. These kinds of workplace motivators include the amount of autonomy you have within your role, the level of interaction you have with customers or co-workers, or your job’s level of difficulty/intensity.
Employees weigh extrinsic and intrinsic motivators differently based on their individual priorities. For example, some candidates may place more emphasis on being able to work autonomously than their salary, being willing to sacrifice their compensation in return for more control over their work. Alternatively, some employees may not care how much they interact with co-workers or customers so long as the benefits of the job line up with what they desire. The closer an organization’s culture and work environment match with an employee’s desired workplace motivators, the greater their job motivation and likelihood of them finding a long-term home within the organization.
Why does motivational fit matter in hiring?
Properly measuring motivational fit when looking to hire a candidate ensures that their personal drivers align with the role and company culture. Therefore, all effective hiring processes include some level of motivational fit matching as it’s inherent in the very nature of hiring.
During the negotiations, recruiters and candidates develop a rapport to discuss extrinsic motivators such as compensation, schedule including whether remote or hybrid work is an option, and available benefits, with both sides making concessions at times. But, not all hiring managers consider the idea of motivational fit beyond this, and it can often be detrimental. Taking the extra time to ensure that a candidate fully understands the nature of their job could be the difference between hiring a low or high performer. For example, a candidate who craves client interaction that accepts a position with infrequent customer visits will likely not be as satisfied in their role. Additionally, if individuals are motivated by compensation and do not receive the salary they desire, they would be less motivated to stay.
How to assess motivational fit during the hiring process
To effectively hire for motivational fit, recruiters should include motivational fit interview questions to better understand a candidate’s job motivation and overall workplace motivators. This strategy helps identify the best way to engage a potential new hire, while also ensuring they align with what the organization offers and that the person you hire meshes well with your company culture.
The impact of job motivation on hiring success
While many factors influence hiring decisions, ensuring strong motivational fit is one of the most critical. When a candidate’s job motivation aligns with the workplace motivators your organization offers, they are more likely to be engaged, productive, and committed to working with your organization.
Talogy can help you build a qualified team that not only meets your organizational needs, but also thrives within your company culture. Our flexible and engaging talent assessment solutions empower businesses worldwide to identify, assess, and onboard talent with the right motivational fit for lasting success.
