Motivational analysis: this is how you do it online!

A reorganisation, a new start-up, a reintegration process. Or just a 'normal' vacancy due to expansion.

These are all times when you have to eagerly search for The Perfect Match between a person and a workplace. And that is quite difficult; whether it is a voluntary or forced process.

You did your best

‍Of course, you select a candidate as carefully as possible. Get well prepared for the job interview, armed with a pointy questionnaire and razor-sharp intuition.

And then it often happens that after the appointment, you are overwhelmed by signs of dysfunction, frequent absenteeism or early retirement from your chosen employee. It turned out that he was working differently than expected.

Sucks for you as an employer

‍But we can assure you: your employee is also affected by such a mismatch. No one is out to camp in a workplace that doesn't suit them. The wrong man (or woman) in the wrong place guarantees stress, energy leakage and dissatisfaction. For the employee, manager and colleagues, but how can you prevent such a mistake?

Tip 1. Use an extra joker: the online motivational analysis

‍Investing more at the front end of the process is already a big part of the solution. Use online options to find out in time who your candidate really is.

Set up a test environment for TMA or motivational analysis. These are wonderful tools, because they reveal talents and motivators in a relatively simple way.

Hire an expert professional to put together a good test. Choose understandable questions that are completely in line with the organisational culture.

Once you have set it up properly, and do you have enough coaches up your sleeve who can explain the results?

Then make sure you use it too. Give it a lot of PR. And offer the analysis at any time when you need to match someone with a vacancy, if personal development or reintegration stagnates. It can even be a regular part of career planning.

Tip 2. Facilitate

‍The test is online, so it can in principle be completed anywhere and at any time.

Nevertheless, it is important to facilitate properly: a quiet place and sufficient time to do the test will positively influence reliability. Some people find completing a personal test quite exciting, especially if the outcome can have an impact on a further career.

Therefore, make the threshold as low as possible.

For example, offer to take the test from home, or set up a pleasant space at work where the candidate can log in during working hours.

Tip 3. Explain

‍Using dozens of questions, the personal contours of an employee or candidate emerge step by step. Handy, such a motive analysis!

• What drives him
• What makes him happy in life?
• Where does he find energy bombs and when does it deflate?
• And, also important: how can you communicate with him most effectively as an “outside guard”?

If you take the test before the motive analysis If you have set up properly, the report will probably be clear and easy to read. However, we recommend that you always arrange a personal interview for the candidate with a specialised coach discussing the report. Such a conversation offers the opportunity to ask questions, explain things, clear up misunderstandings and possibly adjust them.

Tip 4. Connect

‍Of course, the outcome of the test is very personal. But it also offers important tools for the further career — after all, that's what it was also intended for.

Therefore, make clear agreements with your applicant or employee about further communication. It's a good time to discuss reporting together. How do the identified talents and motives fit the job profile and the rest of the team?

Should and can something be improved, and if so, how? Record the next steps as concretely as possible in a personal plan.

Tip 5. Attach tightly

‍Of course, it can also happen that the analysis shows that there is absolutely no good match between the candidate and the (intended) position.

It may sound crazy, but even then, no man is overboard. On the contrary, you probably prevented problems in that case. Above all, see the report as a gift to the candidate. After all, he has received extra tools with which he can move on.

If it concerns an external applicant, with the result under his arm, he can look more specifically for a job that does suit him.

If we are talking about an internal candidate from a reintegration, dysfunction or reorganisation process, call in an experienced coach who can further shape the process and look for suitable alternatives.

Do you want to get started with this online?

‍Pluvo is happy to help you set up an online solution that suits your organisation and employees! Create an account and discover the options.