Why You Should Use Motivational Maps in Your Recruitment Process

Motivational Maps can make a very big difference when it comes down to the the final selection interview, and there are, say, only 2 or 3 candidates left in the field. Often, because of the rigorous process organisations have gone through to pare the short list down to such a small number, the quality of the candidates is high, and it is difficult to differentiate between them. Who, in fact, will be the best fit?

It is at this point Motivational Maps can make a profound difference. Unlike personality and psychometric profiling tools, which really establish ‘traits’ – fixed characteristics of the person – Maps measure energy, which is fluid and changing: what the person really wants, and how much energy they have at that moment in time when they do the Map. In short, Maps make visible what is normally invisible – namely, a person’s actual desires. This has several profound advantages.

First, it enables us to establish whether the role of the job and the motivators actually match each other. To take a simple example: what if you wish to appoint a sales person on a low salary but high commission. This is invariably a ‘high risk’ type of role. The person applying may have a great CV, excellent qualifications, even an impressive track-record, but what if we find their motivators indicate risk-aversion and a high desire for stability (one of the motivators)? A-ha! More research needed into this candidate – all might not be what it seems.

Second, Maps can reveal underlying internal conflicts within the person or potential conflicts with the team members they are applying to join. For example, their number one motivator is for power and control, but so is their boss’s – how is that going to work, then? This needs unpicking before the appointment!

Third, Maps are a relatively new and unknown tool – candidates have no idea what they are revealing, and there are no books at the airport bookshops instructing you on how to fake your psychometric test and get the ‘right’ answer. The Maps are 99.9% accurate and practitioners of Maps are trained to spot ‘false’ results (which are extremely rare). Thus the information provided tends to be highly accurate, highly relevant and highly useful.

There are nine motivators at work and for any one person, three tend to be dominant. This means the Maps are not simplistic, just focusing on one 'trait'; on the contrary, the motivators interact dynamically with each other, which both knowledge, insight and subtlety must be used in its application. The key is to understand the requirements of the role and then see how appropriate the motivators are in relationship to that role.

It is important to stress that Motivational Maps are no substitute for the normal recruitment and HR processes for selection. Its value occurs in the final stages where for a small investment tens of thousands of pounds – or more - can be saved in making the right choice.

We hope you will want to use Motivational Maps in your selection process!

 

 

Comments

[Megha Pendse]

Interesting, Recruitment Consultants in Pune India

[James Sale]

Thanks Megha - hope you find Motivational Maps useful.