In a job interview, hiring managers and recruiters frequently ask, “what motivates you?” This question delves into the driving forces behind an individual’s career aspirations, values, and work ethic.
Understanding a candidate’s motivations provides valuable insights into their suitability for the role and the organization’s culture. It helps assess whether the candidate’s goals align with the company’s objectives and if they possess the intrinsic drive to excel in the position.
Interviewers may explore various aspects of motivation, such as the candidate’s passions, growth mindset, desire for recognition, opportunities for learning and development, work-life balance, and the potential for impact. By understanding the candidate’s motivations, hiring managers can make informed decisions about who to hire and how to best support their success within the organization.
what motivates you interview question
The “what motivates you” interview question is a common and important one, as it can reveal a lot about a candidate’s personality, values, and goals. Here are eight key aspects that hiring managers may be exploring when they ask this question:
- Values: What are the candidate’s core values, and how do they align with the company’s values?
- Goals: What are the candidate’s short-term and long-term goals, and how do they fit with the company’s objectives?
- Passions: What does the candidate enjoy doing, and how can the company provide opportunities for them to pursue their passions?
- Growth mindset: Is the candidate eager to learn and grow, and how can the company support their development?
- Recognition: What type of recognition is important to the candidate, and how can the company provide it?
- Work-life balance: How does the candidate balance their work and personal life, and what are their expectations for work-life balance at the company?
- Impact: What kind of impact does the candidate want to make, and how can the company help them achieve their goals?
- Culture: What type of company culture is the candidate looking for, and how does the company’s culture align with their values and goals?
By understanding a candidate’s motivations, hiring managers can make better decisions about who to hire and how to best support their success within the organization. For example, if a candidate is motivated by a desire to make a positive impact on the world, the company can provide them with opportunities to work on projects that align with their values. Or, if a candidate is motivated by a desire for growth and development, the company can provide them with opportunities for training and mentorship.
Values
When hiring managers ask “what motivates you,” they are not only interested in what drives you to work hard, but also what your values are. Your values are your deeply held beliefs about what is important in life, and they influence everything you do, from the career you choose to the way you interact with others. That’s why it’s important to make sure that your values align with the company’s values.
- Shared values create a sense of belonging. When you share values with your colleagues, you feel like you’re part of a team and that you’re working towards a common goal. This can lead to increased job satisfaction and productivity.
- Shared values make it easier to make decisions. When you and your colleagues share values, it’s easier to make decisions that are in the best interests of the company. This can lead to better outcomes for everyone involved.
- Shared values create a positive work environment. When everyone in the company shares the same values, it creates a positive and supportive work environment. This can lead to increased employee morale and retention.
- Shared values can help you achieve your goals. When your values align with the company’s values, you’re more likely to be motivated to work hard and achieve your goals. This can lead to a successful and rewarding career.
If you’re not sure what your values are, take some time to reflect on what’s important to you in life. What are your priorities? What do you believe in? Once you have a better understanding of your values, you can start to look for companies that share those values.
Goals
In the context of the “what motivates you” interview question, a candidate’s goals provide valuable insights into their aspirations, values, and work ethic. When a candidate’s goals align with the company’s objectives, it suggests a strong fit between the individual and the organization. This alignment can serve as a powerful motivator, driving the candidate to perform at their best and contribute to the company’s success.
- Shared goals create a sense of purpose. When employees feel that their personal goals are aligned with the company’s goals, they are more likely to be engaged and motivated in their work. This shared sense of purpose can lead to increased productivity and innovation.
- Shared goals make it easier to prioritize tasks. When employees understand how their work contributes to the company’s overall objectives, they can better prioritize their tasks and make decisions that are in the best interests of the organization.
- Shared goals foster collaboration. When employees are working towards common goals, they are more likely to collaborate with each other and share ideas. This can lead to a more positive and productive work environment.
- Shared goals help retain employees. Employees who feel that their goals are aligned with the company’s goals are more likely to be satisfied with their jobs and less likely to leave the organization.
Overall, understanding a candidate’s goals and how they align with the company’s objectives is a critical aspect of the “what motivates you” interview question. By assessing this alignment, hiring managers can gain valuable insights into the candidate’s potential fit for the role and the organization.
Passions
The “what motivates you” interview question delves into the driving forces behind an individual’s career aspirations and values. Understanding a candidate’s passions offers valuable insights into their intrinsic motivations and potential fit within the organization. Passions represent activities or interests that bring joy, fulfillment, and a sense of purpose to an individual. By exploring a candidate’s passions, hiring managers can assess their alignment with the company’s culture, values, and opportunities for growth.
When a company provides opportunities for employees to pursue their passions, it demonstrates a commitment to their well-being and professional development. This alignment fosters a positive and engaging work environment, leading to increased employee satisfaction, motivation, and productivity. Real-life examples showcase organizations that have successfully integrated passion-driven initiatives into their workplace practices. Google’s “20% time” policy allows employees to dedicate a portion of their work hours to personal projects that align with their interests. Similarly, Patagonia offers “Let My People Go Surfing” programs, encouraging employees to engage in outdoor activities during work hours to maintain a healthy work-life balance and pursue their passions.
Understanding the connection between passions and motivation is crucial for hiring managers to make informed decisions about candidate selection and employee retention. By providing opportunities for employees to pursue their passions, companies can attract and retain top talent, foster a sense of purpose and belonging, and drive innovation and success.
Growth mindset
Within the context of the “what motivates you interview question,” exploring a candidate’s growth mindset provides valuable insights into their intrinsic motivations and potential for success within the organization. A growth mindset reflects an individual’s belief in their ability to develop and improve their skills and knowledge through effort and dedication. Candidates with a growth mindset are eager to embrace challenges, seek out learning opportunities, and continuously strive for personal and professional growth.
Understanding a candidate’s growth mindset is crucial for several reasons. Firstly, it aligns with the company’s commitment to employee development and continuous improvement. Organizations that value and support employee growth create a culture of learning and innovation, which drives success and adaptability in a rapidly changing business landscape. Secondly, candidates with a growth mindset are more likely to be adaptable, resilient, and open to feedback. They embrace challenges as opportunities for growth and view setbacks as learning experiences. This resilience and adaptability are essential for thriving in today’s dynamic work environments.
To effectively support employee growth and development, companies can implement various strategies. These strategies may include providing access to training and development programs, mentorship and coaching opportunities, and clear career paths that encourage employees to set goals and work towards their aspirations. By fostering a culture of continuous learning and growth, organizations can attract and retain top talent, drive innovation, and maintain a competitive edge.
Recognition
Within the context of the “what motivates you” interview question, understanding a candidate’s desired recognition provides valuable insights into their values, motivations, and expectations. Recognition plays a crucial role in employee motivation and engagement, as it acknowledges and rewards individuals for their contributions and achievements. When companies effectively recognize their employees, it fosters a positive work culture, increases job satisfaction, and drives performance.
There are various types of recognition that candidates may value, including public praise, private appreciation, rewards, and opportunities for growth and development. It is important for companies to align their recognition strategies with the preferences of their employees to ensure that it is meaningful and impactful. For example, some individuals may prefer public recognition for their accomplishments, while others may value private expressions of appreciation.
By providing tailored recognition that aligns with the candidate’s preferences, companies can create a motivating and engaging work environment. This understanding also helps hiring managers assess the candidate’s fit within the company culture and their potential for success. Ultimately, effective recognition programs contribute to employee retention, increased productivity, and a positive organizational culture.
Work-life balance
In the context of the “what motivates you” interview question, understanding a candidate’s approach to work-life balance provides valuable insights into their values, priorities, and ability to manage multiple responsibilities. Work-life balance encompasses the candidate’s ability to harmonize their professional and personal commitments, ensuring that both aspects of their life are fulfilling and enriching.
Candidates who prioritize work-life balance are more likely to be motivated by factors that contribute to their overall well-being, such as flexible work arrangements, opportunities for personal development, and a supportive work culture. By understanding the candidate’s expectations for work-life balance, hiring managers can assess their potential fit within the company’s culture and their ability to thrive in a demanding work environment.
Companies that prioritize work-life balance have been shown to experience increased employee retention, higher job satisfaction, and improved productivity. By recognizing the importance of work-life balance and providing tailored support systems, organizations can attract and retain top talent and foster a positive and engaging work environment.
Impact
Within the context of the “what motivates you” interview question, understanding a candidate’s desired impact provides valuable insights into their values, aspirations, and alignment with the company’s mission. Candidates who are driven by a desire to make a meaningful impact are often motivated by purpose-driven work, opportunities for growth and development, and a supportive work culture that values social responsibility.
By understanding the candidate’s desired impact, hiring managers can assess their potential fit within the company and their ability to contribute to the organization’s goals. Companies that prioritize social impact and provide opportunities for employees to make a difference have been shown to attract and retain top talent, foster a sense of purpose and belonging, and drive innovation and success.
For example, Patagonia, a renowned outdoor apparel company, is known for its commitment to environmental sustainability and social activism. Patagonia provides its employees with opportunities to engage in environmental advocacy, volunteerism, and other initiatives that align with their values and contribute to the company’s mission of “building the best product, causing no unnecessary harm, and using business to inspire and implement solutions to the environmental crisis.” By aligning employee goals with the company’s social impact initiatives, Patagonia fosters a motivated and engaged workforce that is passionate about making a difference.
Culture
In the context of the “what motivates you” interview question, understanding a candidate’s desired company culture provides valuable insights into their values, work style, and expectations. Company culture encompasses the shared values, beliefs, and behaviors that shape the work environment and influence employee motivation and engagement. A strong alignment between the candidate’s desired culture and the company’s culture can serve as a powerful motivator, fostering job satisfaction, productivity, and retention.
Candidates who prioritize a specific company culture often seek environments that align with their personal values and goals. For example, candidates who value collaboration and teamwork may be drawn to companies with a culture that emphasizes cooperation and open communication. Conversely, candidates who prefer a more independent work style may seek out companies that offer autonomy and individual accountability.
Companies that prioritize culture fit have been shown to experience increased employee engagement, higher productivity, and reduced turnover. By understanding the candidate’s desired culture and assessing the alignment with the company’s culture, hiring managers can make informed decisions about candidate selection and placement. A good culture fit can lead to a motivated and engaged workforce that is committed to the company’s success.
What Motivates You Interview Question FAQs
The “what motivates you” interview question is a common and important one, as it can reveal a lot about a candidate’s personality, values, and goals. Here are answers to some frequently asked questions about this question:
Question 1: Why do interviewers ask “what motivates you?”
Answer: Interviewers ask this question to gain insights into a candidate’s values, goals, and what drives them to succeed. It helps them assess whether the candidate is a good fit for the company culture and the specific role.
Question 2: What are some good answers to “what motivates you?”
Answer: Good answers to this question should be specific, honest, and relevant to the job you’re applying for. Some examples include: “I am motivated by the opportunity to learn and grow in a challenging environment,” “I am driven by the desire to make a positive impact on the world,” or “I am motivated by the opportunity to work with a team of talented and passionate people.”
Question 3: What are some things to avoid saying when answering “what motivates you?”
Answer: Avoid giving generic or vague answers, such as “I am motivated by money” or “I just need a job.” Also, avoid being negative or complaining about your current or previous job.
Question 4: How can I prepare for the “what motivates you” question?
Answer: Take some time to reflect on your values, goals, and what motivates you to do your best work. Once you have a good understanding of your own motivations, you can start to think about how they align with the company and the specific role you’re applying for.
Question 5: What if I’m not sure what motivates me?
Answer: If you’re not sure what motivates you, don’t worry. It’s okay to take some time to figure it out. Talk to friends, family, or a career counselor to get their insights. You can also try taking some personality or career assessments to help you identify your strengths and values.
Question 6: Is it okay to be honest about my motivations, even if they’re not what the interviewer wants to hear?
Answer: It’s always best to be honest in a job interview. However, you should also be mindful of how you present your motivations. If your motivations are not a good fit for the company or the role, you may want to emphasize other aspects of your experience or qualifications that make you a good candidate.
Summary:
The “what motivates you” interview question is a common way for interviewers to learn more about a candidate’s values, goals, and what drives them to succeed. By preparing for this question and giving thoughtful, honest answers, you can increase your chances of making a good impression and landing the job.
Transition to the next article section:
In addition to the “what motivates you” question, there are many other common interview questions that you may be asked. To learn more about these questions and how to answer them, please see our article on common interview questions.
Tips for Answering “What Motivates You” Interview Question
The “what motivates you” interview question is a common one, but it can be difficult to answer in a way that is both honest and impressive. Here are eight tips to help you prepare for and answer this question effectively:
Tip 1: Be honest
The most important thing is to be honest about what motivates you. Don’t try to give the answer you think the interviewer wants to hear. Instead, focus on what truly drives you, both in your personal and professional life.
Tip 2: Be specific
Don’t just say that you’re motivated by “success” or “money.” Instead, be specific about what you find motivating. For example, you could say that you’re motivated by the opportunity to learn new things, to make a difference in the world, or to work with a team of talented people.
Tip 3: Be relevant
Make sure your answer is relevant to the job you’re applying for. For example, if you’re applying for a job in sales, you might say that you’re motivated by the opportunity to help customers achieve their goals.
Tip 4: Be concise
Keep your answer brief and to the point. The interviewer doesn’t want to hear a long, rambling story. Instead, focus on giving a clear and concise answer that highlights your key motivations.
Tip 5: Be enthusiastic
Let the interviewer know that you’re passionate about your work. Your enthusiasm will be contagious and will make the interviewer more interested in what you have to say.
Tip 6: Be prepared
Take some time to think about your answer to this question before you go to your interview. This will help you to give a more thoughtful and polished response.
Tip 7: Practice your answer
Once you’ve prepared your answer, practice saying it out loud. This will help you to feel more confident and comfortable when you’re answering the question in an interview.
Tip 8: Be yourself
The most important thing is to be yourself. Don’t try to be someone you’re not. The interviewer will be able to tell if you’re being fake, and it will hurt your chances of getting the job.
Summary:
By following these tips, you can prepare for and answer the “what motivates you” interview question in a way that is both honest and impressive. This will help you to make a good impression on the interviewer and increase your chances of getting the job.
Transition to the article’s conclusion:
The “what motivates you” interview question is just one of many common interview questions that you may be asked. To learn more about these questions and how to answer them, please see our article on common interview questions.
Conclusion
The “what motivates you” interview question is a common and important one, as it can reveal a lot about a candidate’s personality, values, and goals. By understanding a candidate’s motivations, hiring managers can make better decisions about who to hire and how to best support their success within the organization.
In this article, we have explored the “what motivates you” interview question in detail, providing tips on how to prepare for and answer it effectively. We have also discussed the importance of company culture and how it can impact a candidate’s motivation. By understanding the key points discussed in this article, you can increase your chances of success in your next job interview.
Youtube Video:
