Motivation versus experience: Which is better for employees?

2 Oct

A recent survey found a third of executives find highly-motivated job seekers to be the best candidates.

Your company uses the latest in training management software for new hires and regularly works with staff on employee engagement ideas, but what do you do with staff members that aren't motivated to learn? Employees with veritable skill sets can be a boon to businesses. However, if they only want to remain in one position in the company they might not be as useful as you think.

In today's job market and workplace, self-motivators are increasingly attractive to businesses looking to fill positions. According to Inc. Magazine, the world is shifting in favor of candidates and employees who demonstrate an entrepreneurial spirit during the interview or while on the job. 

Potential versus performance
Applicants who show potential and mesh with a company's culture are more likely to be hired than people who demonstrate their experience and qualifications. A joint study from Harvard Business School and Standford University showed candidates who displayed potential received more job offers and money than those who had a proven track record of high performance.

While highly motivated job applicants might not have all the qualifications for a position, they will be of considerable use if they are willing to learn new skills to meet company expectations. A candidate who's assertive gives managers a better picture of whether or not he or she will fit in with the company, according to The Society of Human Resource Management.

"When we are sourcing for candidates, there are two important factors: Can they do the job and do they want to do the job?," Steven Raz, co-founder and managing partner of Cornerstone Search Group, an executive search firm, told the SHRM. "The first level is a technical assessment, meaning, do they meet the qualifications? Once you have determined that they have met the requirements, then during the interview you can assess if there is a cultural fit."

Can do spirit
A recent survey by Futurestep, a candidate recruiting firm, showed that out of 500 company executives surveyed a third said an applicant's motivation was one of the compelling factors that got them the job. Meanwhile, 68 percent of respondents said most of their good applicants are active job seekers instead of passive candidates.

"What executives tell us when they say a candidate's motivations are most important is that the person they hire must be a good fit for the company's culture," Vic Khan, managing director of global operations for Futurestep, said in a press release. "For example, one very potent driver is power – the motivation to attain work-related status, visibility, responsibility and influence. Those who work in a competitive environment and have this driver would likely be highly engaged and successful."

High-performing job candidates are easy to spot since human resources can verify the qualifications listed on their resumes. However, applicants with potential and great motivation are harder since their track record isn't so easily quantifiable, The New Talent Times reported.

Changing work trends
Applicants that show a level of potential along with entrepreneurial traits are at a greater advantage in succeeding in the job market today since many trends in the working world are changing, Inc. noted.

Employees are judged more on results and the amount of work they can finish rather than the hours worked that week. Punching in at 9 a.m. and leaving by 5 p.m. is no longer the standard as people take work home with them or use cloud-based software, smartphones and laptops to stay connected to the office 24/7.

Staff members who value their work and output and how it can advance their company are employees who are truly passionate and motivated.

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