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Over the last few months, we've looked at how to motivate employees and co-workers
and we've examined how to tailor job ads to attract the right applicants from
the labor pool. Now let's look at how to match applicants to jobs in an interview.
Core Values
Remember the question to discover people's core values:
"What's important about your work/a job?"
This ought to be the first question out of your mouth.
If their core values don't match your job, then your ad simply wasn't written
correctly to attract the desired applicant.
Motivation Styles
Assuming that the interviewee passes the core values test, you move on to
evaluate their motivation style.
Go-getter/Achiever - Problem Solver/Trouble Shooter
The next question out of your mouth will take one of their values and you
ask:
"Why is (value) important?"
They will answer in one of two ways: "Because of what I can ACHIEVE"
or "Because of what I can AVOID" (problem solver). A small percentage
will be able to do both (they make good project managers, because they can
achieve goals and solve problems as they arise).
Listen closely, because you may also get answers to the other motivation
styles and confirmation of their values.
Leader - Follower
Next question: "How do you know you've done a good job?"
They will answer in one of two ways: (Touching their chest) "I just know."
(Leader) or (gesturing outward) "people tell me" (Follower).
Innovator - Processor
Next question: "Why did you choose your current job?"
They will answer in one of two ways: Innovators will answer with a list of
short words or phrases (e.g., challenge, opportunity, chance to learn). Processors
will say: "I didn't really choose my last job. It chose me." And
then they'll tell you a story about how they came to be employed in that job.
Doer - Thinker
There isn't a question for this one, but Doers will be on the phone and in
your office the moment they hear about the job. Thinkers will show up after
considering it.
You might say: "Tell me about your favorite work experience." Embedded
in that experience will be Doer/Thinker and all of the other key motivation
styles.
Evolutionary - Revolutionary
Next question: "What's the relationship between your work/job this year
and last year?"
They will answer in one of three ways:
- It's pretty much the SAME.
- It's the same only BETTER, IMPROVED, ENHANCED, EXPANDED
- What do you mean RELATIONSHIP? There is no relationship. Do you mean
"What's the DIFFERENCE?"
Evaluating Your Applicant
If you look at your applicant's resume, you'll find each of these motivation
styles embedded in their writing style, unless it was written by someone else
for them. You may be able to screen candidates based solely on their resume.
Then, after the interview, when you have their complete motivation style,
you can decide which person best fits the job. An innovator would be miserable
in a procedural job. A leader will be miserable following orders. A revolutionary
will have trouble upgrading things unless they see the work as making the
product new or different.
Get the idea? When the economy picks up and you need to hire more people
to meet the demand, are you going to hire just anyone, or people perfectly
fitted to the job at hand? Hire the right people for the right job and
you'll accelerate your productivity and profitability.
© 2005 Jay Arthur, the KnowWare® Man, works with companies
who want to plug the leaks in their cash flow and people who want to master the
mysteries of the mind.. To have Jay Arthur to train your staff, contact
Jay at (888) 468-1537, lifestar@qimacros.com.  Want
to discover your own "motivation profile?" Go to The
Motivation Profile and take the complete profile online FREE. Compare your
results with your spouse, kids, or coworkers to determine where you are most likely
in alignment and where you conflict. You can also order printed copies of the
motivation profile.
Motivation Profile $9.95 Plus S&H
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Your Copy of Motivate Everyone, from Amazon.com
Or order Motivate
Everyone now:
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