Are Your Motivations Aligned? Interviewing For a Mutual Fit

There’s a reason ‘work relationships’ are called what they are — in reality, the hiring process can be a lot like dating, and extending/accepting an offer truly signals the start of a new relationship. As a result, the hiring process can’t be one-sided; it is an opportunity for both parties to learn more about how they would work together. The best relationships stem from mutual excitement and respect as well as shared values and goals, and work relationships are no different.

This isn’t a new concept; Lehigh Assistant Professor Serge P. da Motta Veiga has done some fascinating work on how to promote a mutual fit between a company and a job candidate, and Nikki G’s apt comment on my last post also pointed out that interviews should go both ways. In this post I’d like to take a closer look at motivation specifically, which is a very important dimension of fit that’s at the core of whether someone will thrive.

Alignment in motivation creates a kind of team magic; it leads to that exciting, high-functioning environment where everyone is contributing and thriving in doing so. These are the types of teams that bond and make memorable impacts, while finding personal fulfillment in the process.

But how do you evaluate something as abstract as motivation? It has to come from an honest and open conversation, from both sides. The only way a potential team member will know if the company’s motivations are aligned with theirs is if they too ask questions and observe dynamics.

The following are some ideas on how to assess motivation. They’re written with the hiring manager in mind, but really they can be applied to both sides of the table, so I encourage job seekers to keep them in mind too when approaching a potential new position.

Dig deep

To assess whether motivation is a fit, you need to know what each person is looking for in a company, job and career, as well as in their work relationships and in their life. The best way to get this information is to ask, establishing a friendly conversation that allows for both sides to provide real insights. Sometimes in the rush and stress of the interview process, people respond at the surface level first, so invite more by asking further — first ask what they look for in the above areas, then ask why, and usually you end up with an honest dialogue.

It’s also helpful to ask what the candidate liked and disliked about past positions, and why — this can hint at whether there’s a mutual fit.

Don’t overlook interview dynamics

The dynamics of an interview process itself can also indicate whether there’s a fit in motivation. Sometimes the interview process can feel grueling, while other times it is energizing; this is especially the case with interview processes that span hours and include back-to-back conversations. It can be difficult to stay enthusiastic after hours of interviewing, so typically the most successful hires are those that are actually energized by these conversations. You can tell that the time spent discussing the company and their potential role fueled their enthusiasm, and that motivations resonated on both sides.

Identify and align priorities

Above all, people want to work with high-caliber people who have the right values, and they want to work on a product or service they can get excited about. After those requirements are met, people generally look for 4 things in their work life:

1. Impact
2. Personal and professional growth & development
3. Financial reward
4. Balance

The priority order of these factors differs for each person, depending on their situation and often their stage in life. For example, a parent with young kids is likely to value work-life balance and financial reward the most, while someone just starting out in their career may be more likely to prioritize opportunity for impact and personal growth/development.

Once you know a person’s priority order for this equation, you can compare it to your ability to deliver those things, ultimately indicating whether there is a good fit on both sides. Here, it’s important not to ignore yellow lights. For example, if your company culture is the ‘sleeping under your desk’ type, someone who highly values balance will be deeply unhappy.

There is also an added bonus of solving this equation. If the candidate proves to be an all-star, you now have a head start on determining how best to get them on board, as well as how to lead and manage them once they are part of the team. And for the all-star team members out there, don’t forget to share what motivates you. Companies want you to be happy; you are the core of our businesses. Ensuring that team members are thriving should be every manager’s first priority.

How do you evaluate a fit (especially in terms of motivation) when interviewing?

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Gary Swart is the CEO of oDesk, the world’s largest online workplace.