Whether it’s a promotion, a new job title, health benefits, gym memberships, or shares in the company, extrinsic motivation can boost employee performance and engagement. But how do you get people intrinsically motivated to work for your company?
Resumes, references, and interviews give you an initial impression but keep you from knowing if someone will perform well in your culture or workplace. This is where assessments come in.
Identify the Right Candidates
In a tight talent market, it can take time to identify the best candidates for your open roles. Assessments can help you screen for traits critical to job performance and ensure that each candidate fits your culture well.
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Resumes and references give you a summary of an applicant’s work history. Still, they must objectively reveal what motivates people to perform well or how well they will fit your company’s culture. Assessments are the missing piece of the puzzle and can give you the insights you need to make an informed hiring decision.
While a candidate’s qualifications may be enough to land a phone interview, it’s following in-person interviews. This is essential and allows you to gauge each candidate better and get a complete picture of their personality and character.
During in-person interviews, focus on finding out whether candidates are career oriented and will see your role as an opportunity to advance their skills and careers. If a candidate has committed severe career blunders in the past, don’t automatically write them off; finding someone who can overcome their shortcomings is possible.
Prevent Mismatches
Mismatches are the main reason new hires don’t work out, resulting in high employee turnover rates. The average company loses a thousand dollars each year on a bad hire. This is in addition to the costs associated with recruiting, interviewing, and training replacement workers.
A skills mismatch can occur for several reasons, including underqualified or overqualified employees, a gap in the necessary skill set, or simply a lack of experience in the role. The good news is these mismatches are preventable with a clear and thorough job description and an objective assessment tool to identify candidates best suited for a position.
An assessment is a great way to objectively reveal a candidate’s interests, personality traits, and cognitive abilities. For example, a motivation assessment includes 58 forced-choice questions that ask candidates to describe their preferences in various work tasks. The result shows how candidates’ motivation to perform a task compares to their ability to do it, giving you a strong indication of their fit for the job.
Prevent Recruiting Mistakes
Many hiring mistakes can be made when a candidate’s personality and job fit are not considered. Personality assessments can help prevent these mistakes by providing insight into a candidate’s motivation. For example, if you hire someone who prefers structure and a high degree of authority, they will be satisfied if their boss gives them more guidelines or instructions.
Similarly, a naturally more adaptable person may enjoy working in a less structured environment and be motivated if imposed with fewer policies. The data from the assessment will help you understand a candidate’s preferences and their level of motivation for each of the six scales so you can match them with an appropriate role.
An online motivation test during the interview is a great way to collect information conveniently and hassle-free. Formplus supports offline data collection, so you can conduct a motivation assessment even in remote areas without an internet connection. This way, you can be confident in making a well-informed decision about your next hire.
Reduce Hiring Costs
While skills and experience are essential when selecting a candidate for a role, you also want to ensure the person will be motivated to work hard every day. This can be challenging to assess since job motivation is complex and depends on many factors. However, a personality assessment can help you get a clearer picture of each candidate’s motivation level. For example, a personality test can predict how much someone will enjoy their sales job by looking at their personality traits such as achievement, competitiveness, and goal orientation.
A reliable and valid personality assessment can improve the quality of your hiring process by reducing the time to hire, increasing the number of good-quality candidates, and lowering your cost per hire. This means more money left in the budget for training, employee retention, and other organizational improvements.
Using personality assessments early in the hiring process maximizes recruiter efficiency, reduces biases and gut-based funneling based on resumes alone, and allows you to make the best decisions about who will be your next great employee.
Improve Employee Engagement
Employee engagement is the degree to which employees feel highly involved in and enthusiastic about their work. This leads to higher productivity, innovation, and performance. Engaged employees feel that they have a solid connection to their team and organization and that their managers care about them. They want to produce meaningful results that help them and their coworkers grow.
There are many ways to enhance employee engagement, such as providing training and recognizing achievements. However, the most critical factor in boosting employee engagement is the manager. Managers should be able to identify their employees’ needs and obstacles, and they should be able to provide them with the proper support.
Motivation assessments are a powerful tool to use in the hiring process. They can help you reliably predict an applicant’s motivation level and determine whether it matches the job they are applying for. These tests can help you hire the best candidates, ease onboarding, and improve employee retention. They can also help you maintain a strong company culture by hiring people who share your values and are committed to the same goals.
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