10 Questions to Ask a Candidate to Test His Motivation

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Often, when searching for employees, managers focus more on professional knowledge and miss the most important thing - an assessment of motivation: "the specialist has all the necessary skills and extensive experience, plus there are good recommendations - I'm taking him to the team." But after the probationary period, the newcomer's fire in the eyes disappears, because he expected something completely different from the job. What questions should you ask the candidate and what to tell him at the interview - we figure it out in the article.

Describe the position and future tasks in detail
Sometimes managers are so focused on the goal of hiring the best specialist for the team that they forget to talk about the upcoming work during the interview and find out what they expect from the candidate's position.

This is exactly the kind of detail that the new employee in our example lacked: during the interview, he thought he would be able to make decisions and manage processes, but in reality, he had to social media marketing service coordinate every step. To avoid such a situation, it is necessary to explain in detail the duties, level of responsibility, and results that need to be achieved, as well as identify the applicant's career goals.


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Check employee motivation in terms of past, present and future
It is important to find out how consciously the specialist chose the professional field, why he is currently searching, what company/position he is looking for and what his ambitions are. To do this, you need to ask the following questions.

Is the chosen field suitable for the employee - analysis of the past
Tell us about your career path.
What tasks do you enjoy performing as a Purchasing Specialist/Sales Manager?
Which duties are less interesting?
The answers to these questions will show whether a person has chosen this field by chance and how meaningfully he or she develops in it, as well as the level of activity in professional advancement.

What company and position is the specialist looking for - analysis of the present
What criteria do you use to select companies?
What other positions have you applied for?
Do you have any other suggestions?
This information will help determine the specialist's expectations from a future employer, whether he has specific goals and how broad the scope of his search is.

Will the candidate be interested in the organization's tasks - analysis of the future
What competencies and knowledge do you have that will help you solve the company’s problems?
What skills will you need to improve?
What are your goals for professional development?
When would you like to get a promotion?
From this part of the questions, you will find out whether the requirements for the position match the specialist’s expectations from the job, whether the candidate will cope with the responsibilities and whether the organization will be able to provide him with the desired career growth.

It is important to assess motivation at the same level as professional knowledge. And here is why: even a specialist with extensive experience may not produce the desired result if his ambitions do not correspond to the level of responsibility and responsibilities in the organization.

If you are looking for young and ambitious candidates of different profiles for employment, then post your vacancy for free in the project " Career Time ", which is specially created for students and young professionals.