How to select the best job applicants

How can it be that someone who has completely mastered a role is still not happy? How do you explain that someone who graduates with distinction is not a success in their job? And how can it be that someone with little experience sometimes performs better than a colleague with a great deal of experience?

Capacities: what can I do?

First and foremost: whoever wants to perform well has to be good at what they do and possess the right measure of capacity. Capacities are largely about the level at which the applicant thinks and communicates. One applicant does that at academic level, another at vocational level. 

Drivers: what do I want?

At least as important is to look at whether the applicant has the right drivers. When the drivers, and with them the motivation, of an applicant match the desired driver profile of a role, that applicant naturally displays the behaviour that suits the role. Mismatches arise above all because drivers do not match the role. The applicant then lacks the intrinsic motivation for that role and it costs them a great deal of effort to display the desired behaviour.

Explanation of the quadrant above

Mismatch: when the capacities and drivers of the applicant do not sufficiently match the requirements of the role, there is a mismatch. The chance that the applicant will be successful in the role is minimal.

Competent: the candidate has sufficient capacity for the role, but their drivers are less in line with the ideal profile. Use the MyDrives analysis to discuss whether this role really is what the applicant is aiming for. Tip: coaching on behaviour can help to reach a perfect match.

Motivated: the drivers match the role well. The applicant's capacities are below or above the required level. Look more deeply into the applicant's capacities and consider whether they could become (even) more skilled in certain tasks. Tip: perhaps the role could be adjusted slightly.

Perfect match: the applicant's capacities and drivers are fully in line with the requirements of the role. This is no absolute guarantee, but it is an important condition for success. Tip: give the candidate autonomy, so that they can get the maximum out of themselves and out of the role.

Seek well and you shall find

In this tight labour market I hear from many employers that they are already happy to get one good applicant to the table. By searching well, you will find that person. Because in the end we are all aiming for the perfect match.

A structured job interview

So be sure to look at the Motivated and Competent quadrants as well, and use a structured job interview to work out to what extent you are able to reach a perfect match together. 

Avoid a mismatch

What it comes down to the other way round: avoid a mismatch at all times. It is an extremely expensive affair, and one that makes neither employer nor employee happy.