What is the best way to determine if your candidate will be motivated to stay well after the job has started?
Here we let you into the some of the techniques used by MACRO’s recruiters to locate passionate staff for you.
When MACRO’s recruiters are screening a candidate they first establish whether the candidate is willing and able to do the job. Other checks include behavioural profile and technical knowledge, but these are preformed later in the screening process.
MACRO’s recruiters use a combination of interviewing, resume analysis, reference checks, and psychometric testing.
The aim is to determine if the candidate is going to be genuinely passionate about the role you are screening them for well after they have started.
Check their logistics.
Our past surveys have shown that the average person is happy to travel no more that 45 minutes to work.
If there is no past history of long distance travel, this is a red flag for you to look deeper into.
If your role is a low paying role, there is a very high change that your candidate will jump ship for a closer similar role to yours.
Check their current situation.
Are they in a crisis wherein they need to take any job?
This could be visa expiring, new to Australia, just made redundant or recently “let go”.
Although not a disqualifier, it is worth digging deeper.
Check their employment history
Why did they leave their past employers, or to put it a different way, “What attracted them to their new employer?” A candidate usually displays a pattern with these. Are you going to be their next stepping stone / filler job? Does your job contain the same elements that drove them to leave past employers?
Check their hobbies
Yes, their hobbies. Hobbies and interests are things that people do for free.
What aspect of these hobbies keeps them doing this?
If your job offers these aspects in some form, then you have a very good chance that they will be motivated.
Below are a few examples of hobbies and their associated motivating factors.
· Social – Fun, likes to help people, charities, team sports
· Utilitarian – Money, real-estate, stocks, investments, renovating a house, practical, useful, business acumen.
· Traditional – Family, procedures, structure, religion
· Individualistic –career titles/growth, sports
· Aesthetics – Form & Harmony, interior design, graphic art, life balance
· Theoretical – Education, courses, non- fiction documentaries
For example typically a good sales candidate could be Social (likes to help people), utilitarian (practical) and individualistic (competitive).
MACROs’ recruiters use the PIAV psychometric test as part of screening all applicants.
This test gives a formal report on the motivating factors listed above.
An added bonus..
After the candidate has been for an interview with their potential new employer, MACRO’s recruiters then need to keep the candidate interested in the role until a hiring decision is made.
Nothing is worse than finding that perfect match, only to have another employer take them!
By knowing the motivating factors of their candidates, MACRO’s recruiters keep their candidates interested in the role by continually informing them of how the role matches their motivations.
Melanie Parry – Marketing Executive – MACRO Recruitment