How To Understand What Motivates Your Candidates To Move Companies
I know you are probably reading this and thinking; “I haven’t got a clue what drives them?” Well that isn’t really true is it? As a recruiter you will understand people- you have to or you won’t last long in your current recruiter role.
Motivation is a fascinating topic and one that switched on recruiters study. Because those hard to access, passive candidates can be motivated to move companies-yes they can. You just need to make sure you find the right button to press that; lights their button or rings their bell.
As recruiters we are generally pretty self-motivated. We like the buzz, the hard work, the thrill of placing candidates, the respect of our bosses. In the most part we go home pretty upbeat and pleased with where we are at. So how can you find out your candidates equivalent? Let’s step back first and ask; “What exactly is motivation then?” Well here is a definition for you from about.com.
Motivation is defined as the process that initiates, guides and maintains goal-oriented behaviors. Motivation is what causes us to act, whether it is getting a glass of water to reduce thirst or reading a book to gain knowledge.
Uhm… in plain English then what does that mean for us as recruiters? Well people are driven to do certain things because it is important to them. These are known as emotional drivers. This might shock you and it’s rarely money. Think about it? Those hard to reach passive candidates are no doubt well paid- once we have a certain level of income that fulfils our basic needs it becomes less of a driver for us-or they would have moved on before.
What might motivate them is an opportunity to work on a new project, more responsibility, and the chance to work from home one day a week and pick the kids up from school; remember they aren’t you, so what motivates them might be totally different.
Lou Adler talked about a similar topic recently when he highlighted that a good salary and conditions are a given for great candidates. Where you need to get creative is how you then ‘sell’ the original aspects of a role that will appeal to your candidate. How will you know? Find out by taking the time to talk to them and ask them; “What is important to you about……”
Don’t be fooled by this simple question as it will uncover things that might surprise you; as long as you truly listen to the answers. Ask questions like this and you will be head and shoulders above other consultants and your candidates will recognise it.
Till next time,
Cheryl and the GSR2R Team