Prior to me coming across Motivational Maps job profiles, it never dawned on me as to why you would want to “measure” motivation in an employee.  First off, I did not think it could be done, but aside from that, we are paying the employee good money to do the job, why wouldn’t they be motivated?  But what I am finding out is that not everybody is motivated by money.  Some are motivated by the opportunity to learn, some by belonging to a cohesive team, some by the work life balance and some by many other motivators – it varies from person to person.  And when you think about it, what better way is there to motivate people than to give them what they naturally enjoy doing as part of their job description?  If you can match the perfect person to the perfect role, it’s not work anymore.  People are happier and productivity soars.  So how do you make this happen?  It starts with awareness around the role.

  1. Defining Role Based Success Motivators
    So ask yourself the question, are there natural motivators that could be mapped to a role that would increase the likelihood of success in that role?  For example, what type of motivators would a Call Center Analyst need to succeed?  Maybe some natural motivators would be that they enjoy helping people (when they help people it makes them feel good), they enjoy solving problems (they like the challenge), they enjoy learning/training, they like working in a team (collaborating, sharing information)  they want to be recognized for a job well done and they enjoy following processes and procedures (they like the fact that for routine issues, there is something for them to follow).  If you could find someone where these traits are part of their natural motivators (part of who they are), it would be a match made in heaven.  All the traits that are needed to succeed in this role are the natural traits of the person in the role. In Motivational Map speak, for this example, the Motivators would be defined as Searcher, Star, Expert, Creator, Friend.   But you can’t give a test to everybody on the street, so how do you find these people?

  2. Attracting the Right Applicants
    There are multiple ways to attract talent, but no matter which method you use, it always comes down to an accurate job description.  While some candidates will apply to anything they come across, quality candidates will only apply if the position resonates with them.  So when you are creating a Motivation Based job profile, you need to incorporate the traits of those motivators as part of the job description.  This will resonate with people with these specific motivators, even at a subconscious level.  For our Call Center Analyst example, it would be something like:“Are you a people person that likes to help others?  Do you enjoy solving problems and collaborating on solutions in a knowledgeable team environment?  Do you enjoy learning and teaching? Are you good at following and enhancing processes and procedures?  If so, we may have the perfect position for you……some of the benefits of this role include formal and informal training on new technologies applications, the opportunity to work in an exciting and collaborative team environment that supports and recognizes innovative solutions (innovation of the month award), the opportunity to add to the bottom line by assisting our business partners in efficiency and execution of their daily job… “By including traits of the selected motivators of the role in the job descriptions, you will start to get people in the ballpark of where you want them to be – better quality candidates – as you have done more than just put the resume out based on experience alone.  At this point, standard interview techniques apply.  But after you have narrowed it down, how do you pick the one?

  3. Selecting the Perfect Match
    Now that you have it narrowed down, you need to employ the awesome awareness of Motivational Maps.  By having this 3rd interview, and having the 3 top candidates fill out the Motivational Map questionnaire, you will be able to do the following:
  • Map their motivators onto the success motivators of the role and see who has the best match
  • You will be able to see where their current levels of motivation sit and confirm that the offer you are making is in line with what motivates them to succeed .  You may even be able to tweak the offer based on what you see
  • Also, because you have vetted the candidate this far, you may see traits in the map that prove the candidates fit for another position (now or in the future), saving you time and effort in recruiting going forward.

So there you have it, the Secret Sauce to Hiring Success is adding the motivation dimension to the role description, the job description, and the final selection process.  It allows us to map the right person to the right role – a natural fit – every time.

Afaun Mandol
Motivational Map Practitioner