"What makes you tick?"

 
At first glance this is a pretty simple question, but after due consideration it evokes a lot of feelings and new ways of looking at matters. On one hand, what do you find important: enjoyment, eating out and having nice colleagues? On the other hand, when would you consider switching, for example, from GoDaddy to NameCheap?

The motivational drivers that will make you act vary wildly depending on the type of decision and the moment you have to make it. Picking and choosing a (new) employer is no different. The current labour market is not that mobile; the economic sentiment keeps many locked in place in their current position. And who blames the majority for sitting this one out at the relatively comfortable job that they already have? Furthermore, there’s the chance that if you do want to switch jobs, there’s not much available for your skillset. I’m afraid many will remain to sit tight for a while, whether they like their current position or not.




Still, there are sectors and disciplines that are clamouring for fresh blood. If you have 3-5 years experience and tick the right boxes, 2012 will be your year, with opportunities for professional growth at your doorstep. The question is: where do you want to grow? Any employer who can do the math knows exactly what is happening and will do whatever it takes to make your life as cushy as possible.		We are finding out more and more that this desired group of employees is not necessarily interested in more of the same, such as a comparable job at the competition. They couldn’t care less, it isn’t interesting: ‘why move? I’m doing fine here am I not? The job is interesting, great colleagues and I can’t complain about the benefits.’ Another factor that doesn’t make or break the decision to move is salary. Why? Simple: this group is intrinsically motivated and reacts to other stimulants than the obvious transactional ones.

For example, they couldn’t care less about headhunters who try to get a meeting with the the standard arsenal. It irritates and only increases the level of loyalty for the current employer because ignoring attempts to make you leave mentally supports your commitment to a current employer.

Of course, it’s always nice to hear that you are valued, desired even, but after a couple of times you know the drill. Personally, I’m wondering about the long term effects that this will have on LinkedIn. A direct, often used and successful source. I personally know people who have already set up their profile to indicate that they are not open to job opportunities. This does not make any difference though: they are still contacted for jobs, though it needs to be mentioned that this is not through LinkedIn products.

This entire situation ends up being quite irritating for employers, because how are you to figure out someone’s personal motivators so that you can match their expectations in those areas? Simply put: you don’t. The obvious next step appears to be to figure out what motivates external talent that you want to employ, but the real solution is relatively easy in comparison: your current employes. If you uncover the motivational drivers for your current employees, you will get surprising insights about why people stay around after joining. Dare to ask! “What makes you tick?” Things will come to the surfice that you are not that good at, but you could see this as the perfect opportunity to get your practice in order. Do it, even if it is only to hang on to your current talent. Aren’t they worth it?

This inside-out principle will give you the insights and building blocks to construct a unique and successful recruitment strategy. That said, all I’ve got left to ask is this: what makes you tick? Do you want to know more about motivational drivers as the basis of your HR-policy? Contact me via @EBinsights of email.
 

By Bjorn Veenstra