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3 Metrics that Suffer when Motivational Fit Isn't in Your Hiring Strategy

June 29, 2017

Employers are “feeling the burn” when it comes to filling open job requisitions, especially for skilled trades jobs where applicant pools are very small. When the right applicant comes along, you likely want to move that candidate through the hiring process quickly so you can get to the job offer. However, before doing so, you should be asking yourself one very important question: is this candidate a good fit for the job? If you are hiring employees based on educational background and work history alone, while completely ignoring other factors like organizational, cultural, and motivational fit, you are missing out on very important factors that can affect three important metrics.

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1. Overall Employee Satisfaction: Think about the last hire you made. Did you consider whether
 their values matched those of the organization, or, what their leadership preference was in relation to that of their direct supervisor? Both questions are important to ask and are just a few examples of assessing the candidate’s motivational fit. Motivational fit helps you determine if the hire will be satisfied in their role. Employee satisfaction can affect several other important organizational metrics, including retention and company reputation.
2. Turnover and Retention: Let’s say you are a Millennial just starting off your career in the business world. If you were hired into a role where you weren’t likely to receive feedback and developmental opportunities, would you last long in that role? Maybe. But, for most Millennials, the answer is no. If the role doesn’t offer your new hire the criteria they are searching for, they are likely to start searching somewhere else. Understanding candidates’ wants and desires in terms of a career path is a very important factor to explore during the hiring process. If the organization isn’t going to meet the wants of your candidate, you might think twice about extending an offer - or, if you are working for a recruiting agency, consider placing the employee into an organization where those particular needs can be met.
3. Employee Engagement: By now, you are likely catching on! If you hire someone into a role and/or organization that they are not a good fit for, given factors outside of the true job tasks themselves, they are likely to be less engaged. If the hire doesn’t agree with the leadership of the company or the culture of the organization (e.g., mandatory weekly company meetings), they may be less motivated to perform well on the job, or they may even engage in counterproductive work behaviors (e.g., skipping weekly company meetings). In addition, a lack of employee engagement can affect the overall morale of coworkers. It only takes one negative individual to make a big, negative impact. Research shows that up to 80% of an organization’s workplace is made of up employees who are easily influenced by others around them. Thus, one can see how negative attitudes and/or opinions can quickly spread.

More on how employee engagement drives success: Engagement = Success


All in all, considering one’s fit during the hiring strategy is extremely important. Hiring for motivational fit can give your company a strategic advantage over other competitors, as it can play such a big role in bolstering your organization’s metrics and success. 

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Lindsey Burke Lindsey Burke is a Consultant based in the Pittsburgh office of PSI. She is largely responsible for client support and managing clients in industries including manufacturing, sales, and healthcare. Lindsey completed her M.A. in Industrial and Organizational Psychology from Xavier University and earned a B.A. and B.S. in Psychology from Kent State University.