“Why is this person being interviewed by me?”
There is an assessment gap somewhere, it could be the recruiter or anyone else involved in the process.
Often, the rush to find candidates, make up a number of people to interview or the need to hire suddenly became really important hide the check, the one to assess the candidate’s motivation to do the work. All who have been involved in recruitment or hired staff, like me do get blinded, sometimes in our belief to develop and support a fit of the candidate to the role, by the person coming from a competitor, or being known in the industry and technically really well qualified. It is the way we learn, yet at the same time get surprised by the one or two who are really different.
It is why for many “Motivation” is so important, why else does a recruiter call candidates when they are free on a Saturday when others will not. They have a motivation to do a job well, so do others to varying levels of personal drive and desire.
Discovering candidate motivation goes beyond the commitment to work long hours, it includes attributes such as: a driver profile, effective leadership, initiative, team negotiation skills and more. It is different at different levels of experience and can be discovered in a candidate and assessed using performance-based hiring questions.
The danger, candidates are now getting so well prepared for this, it has become really important to seek forms of additional questions to ask at interview.
A candidate must be able to highlight primary and secondary job tasks and actions. It is not for the hiring manager or recruiter to “lead or coach” candidates.
A Candidate Screening Example:
- A hotel telesales customer services support manager who provides the reports requested internally to the Account Manager for the monthly account meetings (primary). They present two forms of the same data, not requested by the Account Manager, the second fits the client needs in the format they need for their own internal meetings (the added value or secondary task).
Why discover this?
- This person is motivated in their role, may be accepted as working a norm at their current employer. It may not be the same at your company.
- It is more than “know the industry and come from a competitor.”
- It is not correct to mark them low or not place them on a short-list because their current company may be smaller.
- It highlights a capacity to do more than the “9-5 ” types who know how to interview well and mask their true motivation.
Candidate motivation questions and interview appraisal does need you to think a little deeper. It also means a slight change to what you may do already, however a few actions now may go a long way into the future.
Simple Steps To Consider
- The hiring team do need to huddle together and work out questions, answers and what responses deserve a 1 or a 5 rating.
- For those with a candidate tracking system (ATS), customised fields for interview selection, motivation probation end, 12 month review with a 1-5 motivation rating.
- Post hire review linked to end of probation and annual review, this serves to monitor quality and to feedback to the hiring process questions and answers.
The rating will help create a red flag to recruiting staff very early in the process and hopefully over time you get to hire those rated “4 or 5” staff and a lot less of those “1 or 2” attending but do little more types of staff.
More importantly, it will help change those reactions and moments to:
“I know why is this person being interviewed by me?”
Should you need to know more as to how this can be achieved or help you in your own interviews for hiring, please do not hesitate to comment or use the blog contact form.
Thank you reading the post and the “English Recruiter,” wishes you a great day.