Posted from http://www.jobsighter.com/2008/08/a-trusted-formu.html
There’s an old organizational formula that firms seem to have forgotten. It goes like this:
Performance = Ability * Motivation
The formula is simple. And it works.
The Piece We’ve Forgotten
Firms seem to remember the ability part to the formula, but not the motivation. Consider your screening process for a moment. If you’re like most organizations, you’ll notice that the majority of interview questions focus on the abilities of a candidate. Interviewers are good at screening for intelligence, experience, and skill set. But in the process hey’ve forgotten about motivation. They’ve forgotten that an average employee with high motivation will always outperform the gifted employee with low motivation.
Or if they haven’t forgotten, perhaps they’ve chosen to ignore motivation in the screening process. Assumptions have been made:
1. Motivation is difficult to determine
2. Everyone is motivated by the same things
I believe that these assumptions are fallacies. Further, I believe that not screening for motivators in the hiring process is one of the most common mistakes interviewers make.
How Do We Screen for Motivation?
Every position offers candidates a unique value proposition. A screener must determine whether the value proposition of the position matches the primary motivators of the candidate.
In order to do this, a screener must:
1. Determine the unique motivators of the candidate
2. Determine the unique value propositions of the position
3. Select the candidate that matches
Employees are highly motivated when the position’s goals match the employee’s unique motivators. A match will always correspond with a performance increase.
Note: Motivators Are Not (Usually) Monetary
Remember, motivators are much broader than monetary compensation. The majority of people are just like you. That is, they’re incentivized by intangibles. Things like, who they work with, the nature of the work, the company culture, the product they’re creating likely matter more than bonuses. When determining candidate motivators, you’ve got to dig deep. Listen to passions and values. Find out what excites a candidate about his work and you’ll find out what motivates him.